A traditional job interview

傳統的工作面試

is basically a one-sided, high pressure interrogation,

基本上是單方面的高壓審訊。

almost guaranteed to create

幾乎可以保證產生

significant psychological strain.

重大的心理壓力。

Ironically, such stressful procedures

諷刺的是，這種緊張的程序

can totally obscure a person's true potential

可以完全掩蓋一個人的真實潛力。

causing us to overlook a lot of people

導致我們忽略了很多人

who could be great employees.

誰能成為優秀的員工。

We need a different way to interview and screen candidates.

我們需要一種不同的方式來面試和篩選候選人。

One that will reveal hidden potential and talent.

一個會發現隱藏的潛力和天賦。

[The Way We Work]

[我們的工作方式]

[Made possible with the support of Dropbox]

[在Dropbox的支持下得以實現]

Twelve years ago, I founded CY,

12年前，我創辦了CY。

an outsource call center

外包呼叫中心

staffed and managed entirely by underdogs.

完全由弱小的人組成和管理。

More than half of our hundreds of employees

在我們數百名員工中，有一半以上的員工

are severely disabled.

屬於重度殘疾；

Others come from other disadvantaged populations

其他來自其他弱勢人口

or just suffer from anxiety,

或者只是患上了焦慮症。

low self-esteem and lack of confidence.

自卑和缺乏自信；

The problem I needed to solve when we started out was

當我們開始的時候，我需要解決的問題是。

that traditional interviewing and screening,

即傳統的面試和篩選。

especially for entry-level positions,

特別是對於初級職位。

are totally biased towards people

偏心

who function well under intense stress.

在巨大壓力下運作良好的人。

Now, if you're screening for Navy SEALS, I totally get it,

如果你是為海豹突擊隊做篩選，我完全理解。

but the capacity to function under duress

但在脅迫下運作的能力

is totally irrelevant if the actual job is stocking shelves

如果實際工作是在貨架上放貨，則完全無關緊要。

or folding T-shirts, unless of course it's Black Friday.

或摺疊T恤，當然除非是黑色星期五。

Clara is a classic example.

克拉拉就是一個典型的例子。

We met in CY's early days

我們是在CY早期的時候認識的

while she was waiting for her job interview.

當她在等待面試的時候。

Clara was 25 years old, had cerebral palsy

克拉拉當時25歲，有腦癱症

and used a walker.

並使用了助行器。

She seemed quite nervous,

她似乎相當緊張。

but she was likable, intelligent and talkative.

但她很討人喜歡，聰明又健談。

And yet just a short while later,

然而就在不久之後。

her interviewer told me that she had totally failed,

她的面試官告訴我，她完全失敗了。

that she couldn't string two words together.

她不能把兩個字連在一起。

The screening philosophy

篩選理念

of "let's pick our employees by viewing them at their worst,"

"讓我們從最壞的一面來挑選我們的員工 "的想法。

not only overlooks disabled people

不僅忽視了殘障人士

but anyone whose shine is diminished under harsh pressure.

但任何人的光澤都會在嚴酷的壓力下減弱。

We developed the reverse screening process

我們制定了反向篩選流程

to find potential.

以發現潛力。

And as the name implies,

而顧名思義。

we go about things practically the opposite way

殊途同歸

traditional approaches do.

傳統方法做。

In a nutshell, if you want to assess a candidate's true potential,

一句話，如果你想評估一個候選人的真實潛力。

see how they function at their best, not their worst,

看他們如何在最好的狀態下運作，而不是在最壞的狀態下運作。

which for most of us is when we're calm and relaxed,

這對我們大多數人來說是當我們平靜和放鬆。

not stressed and anxious.

不緊張、不焦慮。

So build screening procedures specifically tailored

所以要建立專門的篩選程序

to help candidates feel

以幫助考生感受

as emotionally comfortable as possible.

儘可能地在情感上感到舒適。

Three examples how you can achieve that.

三個例子，你如何才能實現。

Lower anxiety and insecurity.

降低焦慮和不安全感。

Start out by losing the whole interrogation vibe.

首先要失去整個審訊的氛圍。

Rather, interviewers should view themselves as hosts,

相反，面試官應該把自己看作是主持人。

be friendly and welcoming.

友好、熱情；

Choose an environment that's conducive

選擇一個有利的環境

to putting a candidate at ease,

以讓考生放心。

like making your interview room look like a living room.

比如讓你的面試室看起來像個客廳。

People are most confident discussing things

人們最自信地討論事情

about which they are knowledgeable and passionate.

的知識和熱情。

So we ask candidates to fill out a short questionnaire

所以我們要求考生填寫一份簡短的調查問卷

about their hobbies,

關於他們的愛好。

and we start out the interview by discussing those

我們在採訪一開始就討論了這些問題。

so that candidates could bring forth their verbal skills,

以便考生能夠發揮自己的語言能力。

strengths and personality.

優勢和個性。

Assess skills in everyday life situations

評估日常生活中的技能

with which the candidates are familiar.

候選人熟悉的。

For instance, sales positions require the ability to use persuasion.

例如，銷售崗位需要運用說服力。

So ask the candidate to role play

所以請考生進行角色扮演

how they would persuade a neighbor

勸架

to pay an extra maintenance fee

額外支付維護費

for the renovations of their lobby.

為其大廳的裝修。

Looking for tough, full-throttle negotiations?

想要進行強硬的、全力以赴的談判嗎？

Ask the candidate to describe

請候選人描述

how they would persuade a teenager

勸君更盡一杯酒

to not look at their phone during a family dinner.

在家庭晚餐時不看手機。

Help them move beyond the stuck points

幫助他們超越卡點

to see how they adapt and learn.

看他們如何適應和學習。

In the reverse screening process,

在反向篩選過程中。

we offer candidates three lifelines.

我們為考生提供三條生命線。

We call it "Who Wants to Be an Employee?"

我們稱之為 "誰想當員工"？

If the candidate asks for a hint,

如果考生要求提示。

the interviewer will model a few correct arguments

面試官會示範幾條正確的論點。

and ask the candidate to role play the scenario

並請候選人進行情景表演。

to see how convincingly they absorb and convey those points.

看看他們如何有說服力地吸收和傳達這些觀點。

Finding people's true potential makes for happier,

找到人的真正潛力，才能更快樂。

more diverse, and more successful companies and employees.

更多元化，公司和員工也更成功。

Remember Clara? We hired her.

記得克拉拉嗎？我們僱了她

She gradually improved

她漸漸好轉

until she hit her targets of calls per hour,

直到她達到了每小時的通話目標。

and then she kept on getting better.

然後她就一直在好轉。

And nowadays Clara gives talks

現在克拉拉也在做講座

about how many years ago no one, including herself,

關於多少年前沒有人，包括她自己。

believed she had any potential at all.

相信她有任何的潛力，在所有。

A job is so much more than a paycheck,

一份工作遠不止是一份薪水。

especially for marginalized populations.

特別是對邊緣化人口而言，

By finding and hiring those you might otherwise overlook,

通過尋找和僱傭那些你可能會忽略的人。

you will not only benefit your own company,

你不僅會讓自己的公司受益。

you will literally transform people's lives.

你將從字面上改變人們的生活。

The opportunity to win with underdogs is all around you.

以弱勝強的機會就在你身邊。

Make sure to grab it.

一定要抓住它。