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? 發問時間: 社會與文化語言 · 1 0 年前

英文翻譯 不要用翻譯機喔.... (1)

How Can We Learn About Character During Employment Interviews?

Your first task should be to define your words. Then, learn about an applicant’s behavior at previous jobs to help you predict future behavior.

Q: What interview questions could I use to elicit information about an applicant’s character, courage and vision?

A:Character, courage and vision are critical in any organization hoping to compete and last in its industry. Unfortunately, these qualities are also difficult to measure. Subjective impressions and gut feelings are notoriously unreliable (and often legally indefensible). Poorly designed or inappropriate interview questions may do more harm than good. It’s takes effort to design good structured interview questions that enable you to elicit the desired behavior from an applicant. Add the difficulty of measuring the degree of character, courage or vision, and you have quite a challenge.

Your first task should be defining character, courage and vision. You can’t measure something if you don’t know what it looks like. If you can describe the behaviors one would expect to see from an employee with a high degree of character, you’re on your way. These behaviors become the measuring sticks of your interviewers.

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  • Johnny
    Lv 4
    1 0 年前
    最佳解答

    How Can We Learn About Character During Employment Interviews?

    我們如何在員工面試當中得知他們的個性呢?

    Your first task should be to define your words. Then, learn about an applicant’s behavior at previous jobs to help you predict future behavior.

    你的首要任務應該是要先定義你的這句話。然後,得知應試者在之前工作的表現,這樣可以幫助你預測未來的表現。

    Q: What interview questions could I use to elicit information about an applicant’s character, courage and vision?

    問:我可以用什麼面試的問題來引出應試者的個性、膽量,和願景等訊息呢?

    A:Character, courage and vision are critical in any organization hoping to compete and last in its industry. Unfortunately, these qualities are also difficult to measure. Subjective impressions and gut feelings are notoriously unreliable (and often legally indefensible). Poorly designed or inappropriate interview questions may do more harm than good. It’s takes effort to design good structured interview questions that enable you to elicit the desired behavior from an applicant. Add the difficulty of measuring the degree of character, courage or vision, and you have quite a challenge.

    答:個性、膽量,和願景在任何的公司行號皆是非常重要的,公司行號都希望在自身的產業界相互競爭、永續經營。不幸的是,這些特質也難以衡量。主觀的印象和直覺是不可靠的,這很不好,(而且也常無法合理地避免)。設計不良、不適當的面試問題造成的結果可能劣多於良。面試問題的良好設計需要多下功夫,這樣才可使你從應試者身上引出想要的表現。對於個性、膽量,或願景衡量程度,增加其難度對你來說著實是個挑戰。

    Your first task should be defining character, courage and vision. You can’t measure something if you don’t know what it looks like. If you can describe the behaviors one would expect to see from an employee with a high degree of character, you’re on your way. These behaviors become the measuring sticks of your interviewers.

    你的首要任務應該是對於個性、膽量,和願景的下定義。假如你連所要衡量的東西都看不懂像什麼,那你就無法衡量了。對於某人期望從一個員工身上看到具有高度的個性,假如你可以描述出來,那你就做對了。這些表現就變成你面試的衡量準則。

    以上翻譯,有些有用到翻譯的詞性轉換或是轉成比較口語的形式,這樣翻譯才比較通順也比較不像中式英文,參考看看吧。

    參考資料: 自己,非翻譯機
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