但在现实生活中，雇主们更重视求职者的“软实力和行动技能”，如创新能力。他们会给予求职者更充足的时间来展现自己能给公司做些什么。

　　HR experts also pointed out that, in a real-life interview candidates often needed to work in teams to tackle tasks that test their business acumen. But there’s seldom a group procedure on TV.

　　人力资源专家们还指出，在真正的面试中，求职者会以团队形式来完成任务，以测试其商业才智。而电视节目中则很少有这样的小组面试环节。

　　Zhou Mingjian, human resource expert in Job1001.com has criticized such programs, saying that they depict college graduates in a bad light.

　　来自一览人才网的人力资源专家周明建(音译)也指责该节目给大学毕业生们带来负面评价。

　　Panels tend to make hasty or negative judgment of graduate contestants, based only on answers to one or two questions.

　　Boss团总是通过一两个问题，就轻率地对求职者做出负面的评判。

　　In Zhou’s company, recruitment processes generally involve application form filling, interviews and sometimes even assessment centers.

　　在周明建工作的公司中，招聘流程通常包括填写申请表、面试，有时甚至还涉及到评估中心技术。

　　Many firms also ask candidates to take online personality tests as well as games that challenge their ability to handle information and numbers.

　　很多行业还要求应聘者进行网络性格测试，同时还要参与到一些挑战个人信息数据处理能力的游戏中去。

　　In the meantime, interviewees on the show tend to overact.

　　此外，电视节目中的雇主们有些行为过火。

　　Zhu Zhenshi, a director in Shenzhen TV station said that candidates were often too eager to seek favor with the audience or judges.

　　来自深圳电视台的导演朱振师(音译)表示，求职者往往急于博取观众或评委的好感。

　　They would act in an inappropriate way, like arguing with the judge, or displaying skills employers didn’t look for.

　　这样一来，他们便会表现不当，像和评委争吵，或展现出一些雇主并不关心的技能。

　　“Such actions would not help employers identify your edge over others,” said Zhu.

　　“这样的行为并不会让雇主更快地断定你的优势”，朱振师说。

　　“TV job-hunting might be a good show full of conflict, but simply applying what you see on the show to a real interview would be risky.”

　　“尽管电视求职可能是充满冲突的很有看点的作秀，但只是一味地把电视中所呈现的一切应用到实际面试中去，那就太冒险了。”