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This year, graduates not only face a tough job market, but also tough job requirements.

今年，畢業(yè)生們不僅要面對嚴峻的就業(yè)市場，還要應對用人單位提出的嚴苛要求。

Different to previous years, in which applicants’ education and work experience were the main criteria for getting a job, employers are now imposing further eligibility criteria on applicants, such as passing psychological, personality and behavioral tests.

不同于前些年以應聘者的學歷和工作經(jīng)驗為主要選拔標準，時下用人單位更提出了應聘者是否能勝任工作的新標準，如是否能通過心理、性格以及行為測試。

The Yangtse Evening News reported that some employers are even filtering applicants by their zodiac sign and IQ.

據(jù)《揚子晚報》報道，一些用人單位甚至根據(jù)星座和IQ來篩選應聘者。

Although the latter two criteria have been criticized for being discriminatory, the tests are upheld by HR professionals and employers as a supplementary tool for selecting suitable candidates.

盡管這兩條標準因涉嫌歧視而遭受批評，但作為選拔合適人才的輔助手段，這些測試深受人力資源專家和雇主們的認可。

According to Xu Yongge, executive president of Tianjin HR Club, employers are adopting psychological, personality and behavioral tests because many students have learned interview techniques from online forums.

天津人力資源經(jīng)理俱樂部執(zhí)行主席徐永革表示，招聘者之所以采用心理、性格以及行為測試，是因為許多學生已經(jīng)從網(wǎng)絡論壇上學到了面試技巧。

“HRs have no choice but to use more comprehensive ways to evaluate applicants, so they’ve introduced these tests as an additional measure,” said Xu.

徐永革說：“除了采用更全面的人才評估標準，人事經(jīng)理們別無選擇，所以他們引入了這些測試作為輔助措施�！�

The increasing role of such tests can be seen from the 2013 Global Assessment Trend Report released by SHL, a UK-based provider of talent measurement solutions. SHL surveyed 592 HR professionals around the world, 42 percent of them from China.

根據(jù)英國人才評估解決方案供應商SHL公司發(fā)布的《2013年度全球測評趨勢報告》顯示，上述這些測試手段的重要性與日俱增。該項調(diào)查由來自全球592名人力資源專業(yè)人士完成，其中42%的人來自中國。

The results show that increasing importance is attached to personality and compatibility tests. The usage rate of personality tests has risen from 66 percent in 2009 to 84 percent in 2013, while the use of compatibility tests increased from 62 percent in 2010 to 77 percent in 2013.

此次調(diào)查結(jié)果顯示，性格測試與職業(yè)適應性測試越來越受重視。性格測試的使用率由2009年的66%上升到2013年的84%，職業(yè)適應性測試的使用率也從2010年的62%上升至2013年的77%。

Personality tests are now the second most important measure in the pre-hiring phase, behind skill and knowledge tests.

如今，性格測試成為聘用前第二重要的人才評估手段，僅次于技能與知識測試。

Xu believes that stress has become a common problem for employees. Therefore, “evaluating employees’ mental and psychological well-being has become relevant as it can greatly affect their working efficiency”, he said.

徐永革認為應聘者普遍存在的問題是壓力。因此，“評估應聘者的心理健康變得至關(guān)重要，因為這一因素對工作效率影響極大�！彼f道。

This view is echoed by Qiu Xing (with name changed as he would remain anonymous) who works in the HR department of a foreign company.

就職于某外企人力資源部的邱興（應受訪者要求使用化名）十分贊同這一觀點。

“Certificates, diplomas and resumes only show an applicant’s educational experience. But with the help of tests and evaluation systems, we can fully assess their competence and suitability for the job,” Qiu told the Beijing Morning Post.

邱興在接受《北京晨報》記者采訪時表示：“證書、學位和簡歷僅僅反映了應聘者的教育經(jīng)歷，但借助多種測試和評估系統(tǒng)，我們就能夠全面評定出他們是否能夠勝任該工作。”

Apart from big corporations, small and medium-sized enterprises in second-tier cities are also adopting such measures.

除了各大公司，許多二線城市的中小型企業(yè)也正在采取這些人才評估手段。

According to Shenyang Daily, 48 percent of local employers use personality and psychological tests to evaluate candidates, because they think these qualities are more important than skill in the workplace.

據(jù)《沈陽日報》報道，該市48%的用人單位使用性格和心理測試來評估人才，他們認為工作中，這些素質(zhì)比能力更為重要。

This puts an extra burden on graduates because they will be rejected if they fail the tests. But Zhang Lei, recruitment manager at Huawei, said that graduates shouldn’t worry.

這無疑給畢業(yè)生們再添負荷，因為如果測試失利則意味著求職被拒。而華為公司招聘經(jīng)理張磊（音譯）卻表示，畢業(yè)生沒必要擔心。

“Many companies use personality and psychological tests, but their aim is to select the most suitable candidate for each position. Applicants shouldn’t be afraid to show their true self,” he said.

他說：“盡管許多公司采取性格、心理測試，但他們的目的是為了選拔出各個職位的最佳人選。應聘者應該勇于展現(xiàn)真實的自己�！�