求职节目：荧屏内外有别

　　A 32-year-old contestant, Guo Jie suddenly fainted following a series of questions from a panel of company executives on the job-hunting program Only you which aired on Tianjin TV recently.

　　在前不久播出的由天津电视台录制的求职节目《非你莫属》现场， 32岁的求职者郭杰在Boss团一系列问题的攻势下突然晕倒。

　　Instead of helping to pick him up, the TV host asked Guo: “Are you putting on a show?”

　　而节目主持人非但没有扶郭杰一把，还问他：“你是在表演吗?”

　　The panel had raised tough questions about the authenticity of his diplomas, as well as his level of French language proficiency.

　　Boss团就他文凭的真实性以及法语熟练程度提出很多尖锐的问题。

　　Later, Kai-fu Lee, chairman and CEO of Innovation Works, launched a petition on Sina Weibo, calling on the public to boycott the TV program.

　　节目播出后，创新工场董事长兼首席执行官李开复在新浪微博上发起请愿活动，号召公众联合抵制《非你莫属》。

　　The reason cited was that both the TV host Zhang Shaogang, and the employers “did not give due respect to the interviewees” and “sent a negative message to job seekers”.

　　抵制该节目的原因为：主持人张绍刚以及Boss团“不尊重求职者”并“向求职者传达消极信息。”

　　By June 11, more than 300, 000 micro blog users had cast votes to give support to Li, which accounts for 94.1 percent of all voters.

　　截止到6月11日，有超过30万的微博用户投票支持李开复，占到投票总人数的94.1%。

　　This has sparked comment on whether TV shows could act as models for real-life job recruitment, either for students or HRs.

　　这件事情也激起了有关电视节目是否能为学生或人事部门建立真实求职平台的讨论。

　　Some argued that both the interviewers and interviewees were exaggerating and only trying to win over the audience.

　　有人认为求职者和Boss团都过于夸张，一味地想要吸引观众眼球。

　　Many company HRs who have been closely following the programs gave their opinions.

　　很多密切关注该节目的人力资源人士也给出了自己的看法。

　　Tian Huang, the human resource director in Yulong Computer Telecommunication Scientific (Shenzhen) Co., Ltd asked us to be more critical of the content.

　　宇龙计算机通信科技(深圳)有限公司人力资源总监田黄(音译)认为我们应该更为大胆地批评节目内容。

　　“A system modeled on a TV show could possibly be adopted as a recruitment tool,” he said.

　　他说：“电视节目中的那套招聘模式很有可能被当做招募人才的法宝。”

　　“But I also noticed one common problem was that some bosses were not using the correct methods to gauge the ability of potential recruits.”

　　“但是我也注意到一个普遍的现象，那就是一些老板没有用正确方法来判断潜在职员的个人能力。”

　　According to Tian, employers in this type of TV show seldom look beyond the “hard qualifications” like the diplomas people hold.

　　田黄说：“登上这类型电视节目的老板们很少去考虑除了文凭这样的‘硬件’以外的东西。”

　　But in real life, employers would pay greater attention to a candidate’s “softer, behavior-based skills”, like innovation ability. They would allow candidates much more time to demonstrate what they can offer to a company.