考研英语水平的进步，不仅要记单词，还需要阅读外语文献等资料。接下来，小编为2024考研者们，整理出——2024考研英语同源外刊:面试时这些软技能很重要，供考生参考。
2024考研英语同源外刊:面试时这些软技能很重要
Softskills matter to employers. Writing in the Harvard Business Review last year, Raffaella Sadun of Harvard Business School and her co-authors analysed almost 5.000 job descriptions that Russell Reynolds, a headhunter, had developed for a variety of C-suite roles between 2000 and 2017. Their work showed that companies have shifted away from emphasising financial and operational skills towards social skills—an ability to listen, reflect, communicate and empathise. Other research has reached similar conclusions about jobs lower down the pay scale: being able to work well with people is seen not as some fluffy bonus but as a vital attribute.
软技能对雇主很重要。哈佛商学院的拉菲拉·萨顿及其合著者去年在《哈佛商业评论》上撰文，分析了猎头公司罗盛咨询在2000年至2017年间为各种高管职位编写的近5000份职位描述。他们的研究表明，公司已经从强调财务和运营技能转向强调社交技能——倾听、反思、沟通和共情的能力。针对中下游薪资水平的职位的其他研究也得出了类似的结论：能够与人良好合作不再被视为一个可有可无的加分项，而是一种不可或缺的特质。
The trouble is that soft skills are hard to measure. Worse still, the conventional process for recruiting people is often better at picking up on other qualities. The early phases of recruitment focus on filtering candidates based on their experiences and hard skills, since these are the criteria that are easiest to assess at a distance.
问题是软技能很难衡量。更糟糕的是，传统的招聘流程往往在识别其他品质方面更有成效。招聘的早期阶段侧重于根据经验和硬技能筛选候选人，因为这些标准最容易远程评估。
Putting the words “team player” on a cover letter or a CV is proof of nothing save unoriginality. Smiling a lot at a camera for a taped video message demonstrates mainly that you can smile a lot at a camera. Self-reported empathy questionnaires sometimes seem to be testing for species-level traits (if you agree that “In emergency situations I feel apprehensive and ill at ease”, many congratulations: you are a human).
在求职信或简历上写“有团队精神”只能证明你缺乏创意。在录制一段自述视频时一直都面带微笑，基本上只能表明你面对镜头时能时常面带微笑。那种自我陈述的共情能力问卷有时似乎是在检测物种层面的特征(如果你勾选了“在紧急情况下，我会感到忧虑和不安”，那么恭喜你：你是个人)。
Research is finding some shortcuts for identifying softer skills. Two recent studies of what makes for a good team member converge on what might be described as an ability to read the room. They also suggest ways to test for this trait. Research by Siyu Yu of Rice University and her co-authors found that people who can accurately gauge which members of a team wield influence are in possession of a magic power they call “status acuity”. Such room-readers reduce group conflict and improve team performance.
研究正在为识别软技能寻找捷径。近期的两项关于如何成为一名优秀团队成员的研究，都聚焦于如何具备洞悉周围人群的能力。他们还提出了测试这种特质的方法。这一类人可以减少团队冲突，加强团队绩效。
Better tests are not the only way to elicit more information about social skills. Don’t just have people higher up the food chain ask interview questions: it is good to see how applicants get on with a range of colleagues. Ask the people who interact casually with applicants, from the assistants who arrange appointments to the receptionists on the day, what they thought of them. Find out what genuinely worries candidates about the job: lots of research suggests that humility is associated with better performance.
想评估一个人的社交技能，优化测试并非仅有的一个选择。不要只让食物链顶端的人设置面试问题，看看应聘者与各个同事的相处方式也不失为一计良策。可以询问与应聘者有过短暂接触的人员，从安排面试的助理到当天的接待员，问问他们对应聘者的看法。找出求职者真正的顾虑所在：大量研究表明，性格谦逊之人在面试中表现得更好。
词汇：
1.fluffy
英/ ˈflʌfi /美/ ˈflʌfi /
adj.绒毛般的，覆有绒毛的;(食物等)松软的，透气的;轻软状的;<非正式>空洞的，不严肃的
2.apprehensive
英/ ˌæprɪˈhensɪv /美/ ˌæprɪˈhensɪv /
adj.忧虑的，担心的;(与)领会(有关)的，(与)理解(有关)的
3.acuity
英/ əˈkjuːəti /美/ əˈkjuːəti /
n.敏锐;尖锐;剧烈
4.elicit
英 [ɪˈlɪsɪt] 美 [ɪˈlɪsɪt]
v. 引出，得到;<古>使(潜在的东西)显现，诱出
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