求職面試交出Facebook密碼的精美英文欣賞

時(shí)間：2023-05-05 16:17:37 求職面試我要投稿

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　　原文：

求職面試交出Facebook密碼的精美英文欣賞

　　When Justin Bassett interviewed for a new job, he expected the usual questions about experience and references. So he was astonished when the interviewer asked for something else: his Facebook username and password.

　　Bassett, a New York City statistician, had just finished answering a few character questions when the interviewer turned to her computer to search for his Facebook page. But she couldn't see his private profile. She turned back and asked him to hand over his login information.

　　Bassett refused and withdrew his application, saying he didn't want to work for a company that would seek such personal information. But as the job market steadily improves, other job candidates are confronting the same question from prospective employers, and some of them cannot afford to say no.

　　In their efforts to vet applicants, some companies and government are going beyond merely glancing at a person's social networking profiles and instead asking to log in as the user to have a look around.

　　"It's akin to requiring someone's house keys," said Orin Kerr, a George Washington University law professor and former federal prosecutor who calls it "an egregious privacy violation."

　　Questions have been raised about the legality of the practice, which is also the focus of proposed legislation in Illinois and Maryland that would forbid public from asking for access to social networks.

　　Since the rise of social networking, it has become common for managers to review publically available Facebook profiles, Twitter accounts and other sites to learn more about job candidates. But many users, especially on Facebook, have their profiles set to private, making them available only to selected people or certain networks.

　　Companies that don't ask for passwords have taken other steps — such as asking applicants to friend human resource managers or to log in to a company computer during an interview. Once employed, some workers have been required to sign non-disparagement agreements that ban them from talking negatively about an employer on social media.

　　Asking for a candidate's password is more prevalent among public , especially those seeking to fill law enforcement positions such as police officers or 911 dispatchers.

　　翻譯：

　　當(dāng)賈斯汀巴西特參加求職面試時(shí)，他以為會(huì)被問(wèn)到工作經(jīng)驗(yàn)、推薦信等常規(guī)問(wèn)題，因此當(dāng)被問(wèn)到Facebook用戶名和密碼時(shí)，他大吃一驚。

　　巴西特是紐約市的一名統(tǒng)計(jì)員，在回答了一些性格問(wèn)題后，面試者轉(zhuǎn)向她自己的電腦，搜索他的Facebook主頁(yè)，但無(wú)法看到他的個(gè)人資料。她轉(zhuǎn)過(guò)身，問(wèn)他登錄信息。

　　巴西特拒絕了她，并要回了自己的求職申請(qǐng)，說(shuō)他不想在這樣一個(gè)索要私人信息的公司工作。但隨著就業(yè)市場(chǎng)持續(xù)改善，其他的應(yīng)聘者也會(huì)被未來(lái)的雇主問(wèn)到同樣的問(wèn)題，其中有些人無(wú)法拒絕。

　　一些公司和政府機(jī)構(gòu)在審核應(yīng)聘者時(shí)，不僅會(huì)瀏覽個(gè)人的社交網(wǎng)站資料，還要以使用者的身份登錄賬戶一看究竟。

　　美國(guó)喬治華盛頓大學(xué)法律教授、前聯(lián)邦檢察官奧林?科爾稱，“侵犯隱私的行為太過(guò)分了�！彼f(shuō)：“這無(wú)異于要?jiǎng)e人家門鑰匙�！�

　　有人質(zhì)疑這種行為的合法性，這也是伊利諾斯州和馬里蘭州的一項(xiàng)禁止公共機(jī)構(gòu)索要社交網(wǎng)站隱私信息的提案的焦點(diǎn)。

　　自從社交網(wǎng)站風(fēng)靡以來(lái)，主管查看公開的Facebook資料、Twitter賬戶和其他社交網(wǎng)站，以更多地了解應(yīng)聘者，這種行為已經(jīng)很常見(jiàn)。但是很多用戶，特別是Facebook用戶將資料設(shè)為私密，這使主管只能看到特定的人或者特定網(wǎng)站上的資料。

　　不要密碼的公司采取了其他措施，比如要求應(yīng)聘者將人力資源主管加為好友，或者在面試時(shí)在公司的電腦上登錄社交網(wǎng)站。一旦錄用，公司還會(huì)要求員工簽署不損害名譽(yù)協(xié)定，禁止他們?cè)谏缃痪W(wǎng)站上貶低雇主。

　　公共機(jī)構(gòu)索要社交網(wǎng)站密碼的情況更常見(jiàn)，特別是一些執(zhí)法部門的職位，比如警察或者911調(diào)度員。

　　Vocabulary:

　　reference: 推薦信，介紹信

　　vet: 調(diào)查，檢查

　　akin to: 近似，好似

　　egregious: 過(guò)分的，惡名昭彰的

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