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康哥2019考研英語備考
閱讀背景
AI（人工智能）將逐步取代人類大部分工作，這似乎已成為先知的預言。大家紛紛猜測，哪種職業將是第一批被AI取代，客服人員？流水線工人？司機？然而現實總會讓人們大跌眼鏡，誰能想到，HR-負責招聘員工的部門，卻在AI浪潮中第一批被取代，AI已在企業的招聘工作中扮演越來越重要的角色，他讓企業招聘越來越科學、高效，雖然不斷有人懷疑AI算法是否透明公平，但仍不能阻礙其已成為懸在職場人頭頂的達克摩斯之劍。AI，已然來臨。
本期泛讀英文選自20180331期經濟學人，讓我們走進今天的泛讀《Hire Education》，帶你感受AI時代。
Hire Education（招聘教育）
AI is changing the way firms screen, hire and manage their talent .
1.HUMAN RESOURCES (HR) is a poorlynamed department. It usually has few resourcesother than overworkedstaff,clunky technology and piles of employee handbooks.Hassledrecruiters have to
sortthrough reams of applications that vastly outnumber the jobs available. For example, Johnson & Johnson (J&J), a consumer-goods company, receives 1.2m applications for 25,000 positions every year. AI-enabled systems can scanapplications far more quickly than humans and work out whether candidates are a good fit.註釋：
AIabbr. 人工智能（artificial intelligence）
screenverb審查；篩選
poorlyadv.adj.糟糕地；差強人意；不足 = badly
other than 除了；不同於
clunky /'klʌŋkɪ/adj. 沉重的；影響不好的，笨拙的
Hassle /'hæsl/ vt. 攪擾；與…爭辯；n. 激戰vi. 爭論，爭辯
sort /sɔrt/ n. 種類；品質 vi. 分類；vt. 將…分類；將…排序
scan/skæn/ v. 掃描；瀏覽；n. 掃描；瀏覽；審視；細看
段落大意：
人工智能正在改變企業篩選、聘用和管理人才的方式。
“人力資源”（HR）部這名字起得可不怎麼樣。它除了超負荷工作的員工、笨拙的技術和一堆堆員工手冊之外一般就沒什麼資源了。心煩意亂的招聘人員必須要翻閱數量遠超過空缺職位的大批簡歷。例如，消費品公司強生每年招聘的2.5萬個職位要收到120萬份申請。配備AI的系統會以比人快得多的速度審查申請，並確定候選人是否合適。
2.Oddly enough, they may alsoinjectmore humanity into hiring. According to Athena Karp of HiredScore, astartupthat usesalgorithmsto screen candidates for J&J and others, only around 15-20% of applicants typically hold the right qualifications for a job, but they are rarely told why they were not hired, nor are they pointed to more suitable jobs. Technology is helping “give respect back to candidates”, she says.
註釋：
Oddly enough 說來奇怪
inject/ɪn'dʒɛkt/vt. 注入；注射
startup /'stɑrt'ʌp/n. 啟動；開辦
algorithms /'ælgə'rɪðəmz/n. [計][數] 算法；算法式（algorithm的複數）
段落大意：
說來奇怪，它們還可能讓招聘更為人性化。創業公司HiredScore利用算法為強生等公司篩選候選人，該公司的雅典娜·卡普（Athena Karp）說，通常只有約15%到20%的申請者擁有適合職位的資質，但很少有人告訴他們為什麼不被錄用，也沒有人為他們指出更合適的工作。她說，技術的幫助“讓候選人重拾尊嚴”。
3.Nvidia, a chipmaker, also gets more résumés than it can comfortablycope with, so it spent a year building its own system to predict which candidates are worth interviewing. It has recognised patterns that recruiters might not: for example, candidates whosubmitespecially long résumésturn outto do less well than others, so those extra words willcountagainst them. Hilton, a hotelchain, has shortened the average time it takes to hire a candidate from 42 days to five with the help of HireVue, a startup. It analyses videos of candidates answering questions and uses AI to judge their verbal skills, intonation and gestures. This can be especially helpful when the candidate comes from a different culture or speaks another first language, says Ellyn Shook, chief leadership and HR officer of Accenture, a consultancy with 435,000 employees that also uses HireVue.
註釋：
chipmaker/'tʃɪp,meɪkə/芯片製造商
cope /kəʊp/ verb, noun~ (with sth)(成功地)對付，處理 =manage
submit /səb'mɪt/ vt. 使服從；主張；呈遞 vi. 提交；服從
turn out v. （以某種方式）發生；最後是，結果是；出席，參加，前去觀看；關掉，熄滅（電燈、煤氣等）；生產，製造
count/kaʊnt/n. 計數；計算 vt. 計算；認為
chain/tʃen/n. 鏈；束縛，連鎖
段落大意：
芯片製造商英偉達收到的簡歷數量也超出了自己能從容處理的水平，因此它花費一年的時間來建立自己的系統，預測哪些候選人值得面試。它已經識別出了招聘人員可能未能發現的模式：例如，提交超長簡歷的候選人的表現會比其他人差，因此這些額外的文字將會給他們減分。在創業公司HireVue的幫助下，連鎖酒店希爾頓僱用一位候選人的平均時間從42天縮短到5天。它分析考生回答問題的視頻，使用AI來評判他們的口頭表達能力、語調和手勢。當候選人來自不同的文化或用非母語作答時，這個系統特別有用，埃森哲的首席領導和人力資源官艾琳·舒克（Ellyn Shook）說。這家擁有43,500名員工的諮詢公司也在使用HireVue。
4.Employers tend to hire candidates who are like themselves, which makes for undiversifiedworkplaces. Orchestras, for example, used to be mostly male. Recruitment of female musicianswent uponly when they introduced “blind” auditions behind a screen. Algorithms canactasvirtualscreens, making hiring fairer. Pymetrics, a startup whose clients include companies such as Unilever, a consumer-goods giant, and Nielsen, a research firm, offersa set of games for candidates to play, usually at an early stage of the recruitment process, that ignore factors such as gender, race and level of education. Instead they test candidates for some 80 traitssuch as memory and attitude to risk. Pymetrics then uses machine learning to measure applicants against top performers and predict theirsuitability for a role. This can help candidates withoutconventional qualifications.
註釋：
undiversified /,ʌndə'vɝsə,faɪd/adj. 單一的；無變化的；同質的
went up（go up）增長；上升；被興建起來
act /ækt/ n. 行為，行動；法案，法令；假裝；（戲劇，歌劇等）一幕
v. 做事，行動；假裝；扮演（戲劇，電影中的角色）；充當，起作用；對…有影響
virtual/ˈvɝtʃʊəl/adj. 虛擬的
a set of 一系列
traits/tret/n. 特性，特質，性格（trait的複數）
suitability/sʊtə'bɪləti/n. 適合；適當；相配
conventional/kən'vɛnʃənl/adj. 符合習俗的，傳統的；常見的；慣例的
段落大意：
僱主們傾向於僱用和自己相像的候選人，這使得工作場所變得愈發同質化。例如，管弦樂團過去主要由男性組成，唯有當它們啟用了從屏障後“盲選”之後，聘用的女音樂家比例才開始上升。算法可以充當虛擬屏障，使招聘更公平。創業公司Pymetrics擁有消費品巨頭聯合利華和研究公司尼爾森等客戶，它通常會在招聘早期階段讓候選人玩一套遊戲。這套遊戲無視性別、種族和受教育水平等因素，而測試候選人的約80種特點，如記憶力和對風險的態度。Pymetrics隨後利用機器學習將申請者與業績最優者做比較，並預測他們對於某個職位的適合度。這可以幫助傳統上沒有資格的候選人。
5.Another firm that is helping companies become more diverseis Textio, a startup that uses AI to improve job descriptions. For example, it has found thatcorporate jargonlike “stakeholders” and “synergies” tend todrive awaycertain candidates, especially non-whites, and that women are less likely to apply for a job that is described as “managing” than “developing” a team.Tweakingjob descriptions can get 25% more qualified people through the door and boost recruitment amongminorities, says Kieran Snyder, Textio’s boss.
註釋：
diverse/daɪ'vɝs/adj. 不同的；多種多樣的
corporate/ˈkɔːrpərət/adj. 法人的；共同的，全體的；社團的；公司的；企業的
jargon /'dʒɑrɡən/n. 行話，術語
drive away 趕走
Tweakingv. 捏，扭，擰；對…稍作調整（tweak的現在分詞）
minorities /maɪ'nɔrəti/n. 少數（minority的複數形式）；少數民族；少數族裔
段落大意：
另一家幫助企業變得更加多元化的公司是Textio，這家創業公司使用AI來改善職位描述。例如，它發現像“利益相關方”（stakeholder）和“協同效應”（synergy）這樣的企業行話往往會嚇退某些候選人，尤其是非白人，並且女性不大愛申請被描述為“管理”而非“發展”一個團隊的職位。Textio的老闆基蘭·斯奈德（Kieran Snyder）說，調整工作描述可以將前來應聘的合格人員數目提升25%，並提高少數群體的受僱水平。
Another time
6.Recruiters often come acrosscandidates who have good qualifications but are not the right fit for theparticular position they are trying to fill. In the past, there was no way ofredirectingthem to other jobs as they became available. AI will make it possible to “repurpose can didates we have attracted before”, says Sjoerd Gehring,vice-president of talentacquisitionfor J&J. The health-care giant uses HiredScore, a startup, to grade candidates. When avacancy opens up, the systemautomatically generates ashortlist of candidates that could be a good fit. This will bring big cost savings, says Mr Gehring.
註釋：
come across v. 偶遇；無意中發現；講得清楚明白；給人…印象
particular /pɚ'tɪkjəlɚ/ adj. 詳細的；獨有的；n. 詳細說明；
redirecting 重新定向
acquisition/,ækwɪ'zɪʃən/n. 獲得物，獲得；收購
vacancy/'vekənsi/n. 空缺；空位；空白；空虛
automatically/ɔːtə'mætɪklɪ/ adv. 機械地；無意識地adj. 不經思索的
shortlist/'ʃɔ:tlist/n.供最後挑選用的候選人名單
段落大意：
下次再說
招聘人員經常會遇到資質良好，但不適合所申請職位的候選人。過去，如果公司日後出現新的崗位空缺，並沒有辦法把這些人引導到新崗位上。AI將有可能“重新利用我們之前曾吸引到的候選人。”強生的人才招聘副總裁斯傑德·戈靈（Sjoerd Gehring）說 。這家醫療保健巨頭使用創業公司HiredScore給候選人打分。新崗位空缺出現後，系統會自動生成一份可能適合的候選人名單。戈靈說這將節約大量成本。
7.AI can also help with managing employees. HR professionals and recruiters at big firms cannot possibly know all their own talentedworkers across countries and departments, says Chris Louie of Nielsen. His company is using AI to improve internal mobility. Twine Labs, a startup that is working with Nielsen, suggests internal candidates for new roles, based on employee data and job requirements, taking in hundreds ofvariables. Around half the candidates it suggests are approved and promoted, says Joseph Quan, Twine Labs’ boss. That is about the same success rate as for a human recruiter.
註釋：
talented /'tæləntɪd/adj. 有才能的；多才的
internal /ɪn'tɝnl/ n. 內臟；本質 adj. 內部的；裡面的
mobility /mo'bɪləti/n. 移動性；機動性；[電子] 遷移率
variables/'vɛrɪəbl/n. [數] 變量
段落大意：
AI還能幫助管理員工。尼爾森的克里斯·路易（Chris Louie）說，大公司的人力資源專業人員和招聘人員不可能瞭解遍佈各個國家和部門的所有人才。他的公司正在使用AI來改善內部流動性。與尼爾森合作的創業公司Twine Labs考慮數百個變量，根據員工數據和工作要求來為新職位推薦內部人選。Twine Labs的老闆約瑟夫·權（Joseph Quan）說，其推薦的候選人中大約有一半獲准晉升。這與人類招聘專員的成功率大致相當。
8.Another use for AI is to help employers reduce staff turnover. On average, replacing a worker takes around 20% ofannual salary, sometimes much more. Workday, a software firm, has started to predict how likely employees are to leave. It looks at around 60 factors—such as pay, time between holidays taken and turnover in managers to whom the employee reports—andflagsthose at risk of quitting so companies can try toretainthem.
註釋：
turnover /'tɝn'ovɚ/n. 翻覆；[貿易] 營業額；流通量；失誤
annual /'ænjuəl/adj. 年度的；每年的
flags n. 旗幟（flag的複數）；標記
retain/rɪ'ten/vt. 保持；僱；記住
段落大意：
AI的另一個用途是幫助僱主減少員工流失。平均而言，更換一名員工的費用約為年薪的20%，有時還高得多。軟件公司Workday已經開始預測員工離職的可能性。它會考慮大約60個因素，諸如工資、休假間隔，以及員工上司的換人頻率，把有離職風險的人標記出來，以便公司嘗試挽留他們。
9.Arena, a startup that works with hospitals and care-home companies, where turnover is high, considers retentioneven before it takes someone on. By using data from job applications and third parties to predict which applicants are likely to stay for more than a year, Arena has reduced its clients’medianturnover by 38%, says Michael Rosenbaum, Arena’s boss.
註釋：
retention/rɪ'tɛnʃən/n. 保留；扣留，滯留
median /'midɪən/ n. 中值，中位數；三角形中線；adj. 中值的
段落大意：
創業公司Arena與醫院和護理公司合作，這些地方的人員流失率很高。該公司甚至在僱人之前就會考慮留任的問題。Arena的老闆邁克·羅森鮑姆（Michael Rosenbaum）說，通過使用來自工作申請和第三方的數據來預測哪些申請人可能會工作一年以上，Arena已將客戶的員工流失率中位數降低了38%。
10.In future AI may also be used to determinepay. Infosys is looking into using AI to decide when to give employees a rise, based on their performance and their pay relative to that ofcolleagues. The technology will make pay fairer by taking biases andpersonalitytraits out of consideration, says Sudhir Jha, head of product management and strategy at Infosys. But there is a risk that workers will try to game the system.
註釋：
determine /dɪ'tɝmɪn/v. 決定，確定；判定
colleagues /ˈkɔli:ɡz/n. 同事；同行（colleague的複數）
personality/,pɝsə'næləti/n. 個性；品格
段落大意：
未來，AI也可能被用來確定工資。印孚瑟斯正在研究利用AI來決定何時給員工加薪，AI會基於員工的業績表現和相對於同事的薪酬水平做出決策。該公司的產品管理和戰略主管蘇迪·賈（Sudhir Jha）表示，這項技術會把偏見和個性特徵排除在外，從而使薪酬更加公平。但是也會有員工鑽系統空子的風險。
11.All this points to a broaderissue in AI:transparency. Companies will need to ensure that algorithms are being constantlymonitored.In America, where it is illegal todiscriminateagainst protected groups such as racial minorities, firms must be able toprovethat they are hiring from these groups roughly in proportion to the population and are not introducing any bias, says Mr Rosenbaum. Startup bosses say they offer their clients transparency and regularly check their algorithms to make sure they are free of bias. But as AI becomes moreprevalent, concerns will grow that algorithms couldreinforce discrimination.
註釋：
broader/brɔdɚ/adj. 廣大的；一片的比較級
transparency /træns'pærənsi/n. 透明，透明度
monitored /'mɑnətɚ/v. 指導，檢測；[自] 監控（monitor的過去分詞）
discriminate/dɪ'skrɪmɪnet/v. 歧視；區別
prove/pruv/v. 證明；檢驗
bias/'baɪəs/n. 偏見
prevalent/'prɛvələnt/adj. 流行的；普遍的，廣傳的
reinforce/,riɪn'fɔrs/v. 加強，加固；強化
段落大意：
所有這些都指向了AI中一個更普遍的問題：透明度。公司需要確保算法一直受到監測。羅森鮑姆說，在美國，歧視少數族裔等受保護群體是非法的，公司必須能夠證明他們從這些群體中招聘的人員數量大致與人口成比例，且沒有引入任何偏見。創業公司的老闆們說，他們為客戶提供透明度，並定期檢查算法以確保其中沒有偏見。但隨著AI越來越普遍，人們會更加擔心算法可能加劇歧視。
12.Recruitment is just one example of the technological disruptionthat AI will bring to the workforce. The number of recruiters will come down, because AI will handle many of themundanetasks they used to do, and face-to-face interviews will become rarer. At Unilever only shortlisted candidates are now interviewed, after several rounds of AI-enabled screening and recorded interviews through HireVue. For the remaining recruiters, though, AI will make work easier and more interesting.
註釋：
disruption /dɪs'rʌpʃən/n. 破壞，毀壞；分裂，瓦解
mundane/mʌn'den/adj. 世俗的，平凡的，瑣碎的
段落大意：
招聘只是AI為職場帶來技術顛覆的一個例子。招聘人員會越來越少，因為AI將會接管他們先前所做的許多瑣事，而面對面的面試也會越來越少。在聯合利華，在經過幾輪AI輔助篩選和HireVue的錄像面試之後，只有入圍的候選人才會進入現場面試。不過對於留在崗位上的招聘人員來說，AI會讓他們的工作變得更輕鬆有趣。
13.It may even help some of the workers it displaces. Accenture is rolling out a custom-built tool called Job Buddy which tells employees howvulnerabletheir job is to automation and predicts what training they might need so they can develop the right skills for the future. Ms Shook of Accenture says that around 80% of the people who have tried it are taking the advice it offers. But they may not have much choice.
註釋：
rolling out 延伸；漲開，推出
vulnerable/'vʌlnərəbl/adj. 易受攻擊的，易受…的攻擊；易受傷害的；有弱點的
段落大意：
AI甚至會幫到一些被它取代的工人。埃森哲正在推出一款名為“工作夥伴”（Job Buddy）的定製工具，它會告訴員工他們的工作受到自動化的威脅有多大，並預測他們可能需要哪些培訓，以獲得適應未來的技能。埃森哲的舒克表示，大約有80%的人嘗試過它提供的建議。但他們可能沒有太多選擇。
注：本期泛讀英文選自20180331期經濟學人（全文篇幅較長，可選段閱讀）
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