2021年12月六级第2套仔细阅读 Passage 1 原文翻译及答案解析

Social media is absolutely everywhere. Billions of people use social media on a daily basis to create, share, and exchange ideas, messages, and information. Both individuals and businesses post regularly to engage and interact with people from around the world. It is a powerful communication medium that simultaneously provides immediate, frequent, permanent, and wide-reaching information across the globe.

社交媒体无处不在。数十亿人每天使用社交媒体来创建、分享和交换想法、信息和消息。个人和企业定期发布内容，以与世界各地的人们互动和交流。它是一种强大的通信媒介，能够同时提供即时、频繁、持久且覆盖全球的信息。

People post their lives on social media for the world to see. Facebook, Twitter, LinkedIn, and countless other social channels provide a quick and simple way to glimpse into a job candidate's personal life—both the positive and negative sides of it. Social media screening is tempting to use as part of the hiring process, but should employers make use of it when researching a potential candidate's background?

人们在社交媒体上发布自己的生活供全世界观看。Facebook、Twitter、LinkedIn以及无数其他社交渠道提供了一种快速简便的方式，可以窥见求职者的个人生活——包括其积极和消极的一面。社交媒体筛查作为招聘过程的一部分很有吸引力，但雇主在调查潜在候选人的背景时是否应该使用它呢？

Incorporating the use of social media to screen job candidates is not an uncommon practice. A 2018 survey found that almost 70% of employers use social media to screen candidates before hiring them. But there are consequences and potential legal risks involved too. When done inappropriately, social media screening can be considered unethical or even illegal.

将社交媒体用于筛选求职者并非罕见做法。2018年的一项调查发现，近70%的雇主在雇用前使用社交媒体筛选候选人。但这也涉及后果和潜在的法律风险。如果不当进行，社交媒体筛查可能被视为不道德甚至非法。

Social media screening is essentially scrutinising a job candidate's private life. It can reveal information about protected characteristics like age, race, nationality, disability, gender, religion, etc. and that could bias a hiring decision. Pictures or comments on a private page that are taken out of context could ruin a perfectly good candidate's chances of getting hired. This process could potentially give an unfair advantage to one candidate over another. It creates an unequal playing field and potentially provides hiring managers with information that can impact their hiring decision in a negative way.

社交媒体筛查本质上是审查求职者的私人生活。它可以揭示关于年龄、种族、国籍、残疾、性别、宗教等受保护特征的信息，这可能会影响招聘决策。私人页面上被断章取义的图片或评论可能会毁掉一个非常优秀的候选人被录用的机会。这个过程可能给一个候选人带来相对于另一个候选人的不公平优势。它创造了一个不公平的竞争环境，并可能向招聘经理提供可能以负面方式影响其招聘决策的信息。

It's hard to ignore social media as a screening tool. While there are things that you shouldn't see, there are some things that can be lawfully considered—making it a valuable source of relevant information too. Using social media screening appropriately can help ensure that you don't hire a toxic employee who will cost you money or stain your company's reputation. Consider the lawful side of this process and you may be able to hire the best employee ever. There is a delicate balance.

很难忽视社交媒体作为一种筛选工具。虽然有些东西你不应该看到，但有些东西可以被合法考虑——这也使其成为相关信息的宝贵来源。适当使用社交媒体筛查可以帮助确保你不会雇用一个会让你损失金钱或玷污公司声誉的有害员工。考虑到这个过程的合法方面，你可能能够雇用有史以来最好的员工。这存在一个微妙的平衡。

Screening job candidates on social media must be done professionally and responsibly. Companies should stipulate that they will never ask for passwords, be consistent, document decisions, consider the source used and be aware that other laws may apply. In light of this it is probably best to look later in the process and ask human resources for help in navigating it. Social media is here to stay. But before using social media to screen job candidates, consulting with management and legal teams beforehand is essential in order to comply with all laws.

在社交媒体上筛选求职者必须专业且负责任地进行。公司应规定他们绝不会要求密码，保持一致性，记录决策，考虑所使用的来源，并意识到可能适用其他法律。鉴于此，最好在过程中稍后查看，并寻求人力资源部门的帮助来指导。社交媒体将继续存在。但在使用社交媒体筛选求职者之前，事先咨询管理层和法律团队至关重要，以遵守所有法律。