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Industrialised hiring processes can often reward mindless exaggeration. Services that scan your resume when you are making an application mark you down if your CV does not match the keywords that appear in the original job advertisement.
工业化的招聘流程往往会奖励盲目的夸大其词。如果你的简历与原始招聘广告中的关键字不匹配，当你申请工作时，扫描简历的服务系统会给你扣分。
The message is clear: to get through to the next stage, you have to contort yourself to meet corporate expectations.
信息很明确：为了能进入下一阶段，你必须扭曲自己，以满足公司的期望。
Substance can matter less to recruiters than form. One software engineer says she got a 90%-plus response rate with a spoof CV showing apparent spells at Microsoft and Instagram but also boasting, among other things, that she had increased team-bonding by organising the company potato-sack race and "spread Herpes STD to 60% of intern team".
对招聘者来说，实质可能不如形式重要。一位软件工程师说，她的一份恶搞简历达到了90%以上的回复率，简历上明显地写道她在微软和Instagram工作过一段时间，此外她还吹嘘说，她通过组织公司的跳麻袋比赛而增强了团队凝聚力，并将性传播的疱疹传染给了60%的实习生。
References are so prone to inaccuracy that many firms have a policy of not giving them, fearing legal action from defamed candidates or deceived employers.
推荐信非常容易失真，以至于许多公司都有不提供推荐信的规定，担心受到诽谤的求职者或被欺骗的雇主会提起法律诉讼。
Too few firms offer an accurate account of what a position actually involves. Tracey Franklin, the chief HR officer for Moderna, a fast-growing drugmaker and an interviewee in this week's episode of Boss Class (our new podcast) is a fan of "realistic job previews" (RJPs).
很少有公司能准确地描述一个职位的实际工作内容。特蕾西·富兰克林是一家快速发展的制药公司莫德纳的首席人力资源官，也是本周《老板课堂》（我们推出的新的播客节目）的受访者，她很推崇"真实的工作预览"(RJP)。
These are meant to give prospective recruits a genuine sense of the negatives and positives of the job, as well as a clear idea of the company's corporate culture. One effective tactic is to lay out, in text or video, what a typical day in the role would look like.
这种预览是为了让潜在的新成员对工作中的消极和积极方面有真实的感受，也对公司的企业文化有清晰的认识。一种有效的办法是以文本或视频形式展示这个岗位员工平常的一天是什么样子。
Such honesty can be its own reward. Research has long suggested that RJPs lead to lower turnover and higher employee satisfaction.
这种诚实本身就会带来回报。长期以来，研究表明，真实的工作预览可以降低员工流动性，提高员工满意度。
A paper in 2011 by David Earnest of Towson University and his co-authors concluded that favourable perceptions of the organisation's honesty are the best explanation for why.
2011年，汤森大学的大卫·欧内斯特与其合著者在一篇论文中得出结论，人们对诚实公司的好感是RJP达到这些结果的最佳解释。
The incentives on both sides of the hiring process lean naturally towards glossing reality. If candidates were to give genuinely truthful answers ("I have a habit of making basic but calamitous errors"), many would rule themselves out of jobs.
招聘与应聘双方自然都更倾向于掩饰现实。如果应聘者给出完全真实的答案（"我有犯基本且灾难性错误的习惯"），那么很多人就会被排除在工作之外。
And if firms were to give a warts-and-all description of themselves, many would end up deterring good applicants. But a process designed to uncover the truth about job applicants would run a lot more smoothly if firms were also honest about themselves.
如果公司不隐瞒自己的任何缺点，那么优秀的申请者可能会望而却步。但是，如果公司自身能做到诚实，那么旨在揭示求职者真实情况的招聘过程也会顺利得多。
