This year, graduates not only face a tough job market, but also tough job requirements.
今年，畢業生們不僅要面對嚴峻的就業市場，還要應對用人單位提出的嚴苛要求。
Different to previous years, in which applicants’ education and work experience were the main criteria for getting a job, employers are now imposing further eligibility criteria on applicants, such as passingpsychological, personality and behavioral tests.
不同於前些年以應聘者的學歷和工作經驗為主要選拔標準，時下用人單位更提出了應聘者是否能勝任工作的新標準，如是否能通過心理、性格以及行為測試。
The Yangtse Evening News reported that some employers are even filtering applicants by their zodiac sign and IQ.
據《揚子晚報》報道，一些用人單位甚至根據星座和IQ來篩選應聘者。
Although the latter two criteria have been criticized for being discriminatory, the tests are upheld by HR professionals and employers as a supplementary tool for selecting suitable candidates.
儘管這兩條標準因涉嫌歧視而遭受批評，但作為選拔合適人才的輔助手段，這些測試深受人力資源專家和僱主們的認可。
According to Xu Yongge, executive president of Tianjin HR Club, employers are adopting psychological,personality and behavioral tests because many students have learned interview techniques from online forums.
天津人力資源經理俱樂部執行主席徐永革表示，招聘者之所以採用心理、性格以及行為測試，是因為許多學生已經從網路論壇上學到了面試技巧。
“HRs have no choice but to use more comprehensive ways to evaluate applicants, so they’ve introduced these tests as an additional measure,” said Xu.
徐永革說：“除了採用更全面的人才評估標準，人事經理們別無選擇，所以他們引入了這些測試作為輔助措施。”