（双语文稿）美国企业愿意雇佣Z世代员工吗？

A recent report from a higher education advising organization says nearly 40 percent of American employers avoid offering jobs to recent college graduates.
一家高等教育咨询机构最近的一份报告称，近40%的美国雇主避免向刚毕业的大学生提供工作。
They said members of Generation Z, or ‘Gen Z,' the group of Americans born between 1997 and 2012, make a lot of mistakes in job interviews. They say they would rather employ older workers who work harder and are dependable.
他们说，1997年至2012年间出生的美国人，即Z世代(Generation Z)在求职面试中犯很多错误。他们说，他们宁愿雇用年长一些的员工，他们工作更努力，人也更可靠。
The research comes from Intelligent, an organization that does research about higher education, the job market and helps young people prepare for college and work.
这项研究来自Intelligent，这是一家研究高等教育、就业市场并帮助年轻人为大学和工作做准备的组织。
Unfavorable reviews
不利的评论
The report came out in December and notes that, of 800 directors, managers and executives asked questions, 38 percent said they favor older workers. About 20 percent of employers said young people brought a parent with them to a job interview. Almost 60 percent of those surveyed said recent college graduates are unprepared for work and about half said they had to dismiss, or fire, a recent college graduate. Others said the young workers do not take criticism well.
这份于去年12月发布的报告指出，在被问到的800名董事、经理和高管中，38%的人表示他们更喜欢年长的员工。大约20%的雇主表示，年轻人会带父母一起去面试。近60%的受访者表示，应届大学毕业生对工作毫无准备，约一半的人表示，他们不得不解雇应届大学毕业生。还有人说，这些年轻的工人不善于接受批评。
Because of bad experiences with younger workers, more than half of the business leaders said they are putting policies in place that older workers want. For example, they are offering benefits that are important to older workers, paying higher salaries and permitting older workers to work from home. They also say they are willing to employ an older employee who is "overqualified" if it means they do not have to employ a younger worker.
由于与年轻员工打交道的糟糕经历，超过一半的商界领导者表示，他们正在制定年长员工想要的政策。例如，他们提供对年长员工很重要的福利，支付更高的工资，并允许年长员工在家工作。他们还表示，如果不需要雇佣年轻员工，他们愿意雇佣“资历更高”的老员工。
One respondent gave an example of a Gen Z job seeker who refused to turn on their camera during a video interview.
一位受访者举了一个Z世代求职者在视频面试中拒绝打开摄像头的例子。
Lack of motivation
缺乏动力
Michael Connors is a recruiter in the Washington, D.C. area. That means he helps companies find job candidates. He said he is not surprised by the survey results. He said employers have real questions about the young job seekers.
迈克尔•康纳斯(Michael Connors)是华盛顿特区的一名招聘人员，意思就是他帮助公司寻找求职者。他说，他对调查结果并不感到惊讶，雇主对年轻求职者是真的持怀疑态度的。
He asked: "Do they even want this job, or do they just go through the motions?"
他问道:“他们真的想要这份工作，还是只走走过场?”
He said he has not had a job candidate say they will not use their camera for interviews. However, he has had some candidates choose noisy places for calls. One was sitting outside a shopping center during the interview.
他说，他还没有遇到一个求职者说他们不会在面试时打开摄像头。然而，他遇到一些求职者选择嘈杂的地方打电话，其中一人在面试时坐在一家购物中心外。
Adam Capozzi is the career services director at Syracuse University in New York state. He said while many students are very good about online communication, managing data and have experience with spreadsheets, they need help with the "soft skills." 
亚当•卡波齐是纽约州锡拉丘兹大学的就业服务主任。他说，虽然许多学生都很擅长在线交流、管理数据和使用电子表格，但他们需要在“软技能”方面得到帮助。
Soft skills, he said, include making introductions in business settings, offering a good handshake, or even knowing how to ask for a business card.
他说，软技能包括在商务场合做自我介绍、握手得体，甚至知道如何索要名片。
Soft skills
软技能
Capozzi said students should pay special attention to three things when looking for jobs:
• dressing well for interviews
• making sure that their social media and LinkedIn profiles tell a story of their "core mission, vision and values,"
• learn that networking is "so much more than going to a career fair."
卡波齐说，学生在找工作时应该特别注意三件事:
•面试时穿着得体
•确保他们的社交媒体和领英资料讲述了他们的“核心使命、愿景和价值观”，
•了解人际关系“远不只是参加招聘会那么简单”。
"You could be in an elevator at a specific office building or at a different establishment and bump into someone and strike up a 30-second conversation and not know who they are associated with and a positive first impression can lead to further conversation."
“你可能在某座办公楼的电梯里，或者在不同的场所，偶然遇到某人，开始了30秒的交谈，不知道他们与谁有关，积极的第一印象可能会促成进一步的交谈。”
Diane Gayeski is a professor of strategic communications at Ithaca College in New York state. She worked on the survey.
黛安•盖耶斯基是纽约州伊萨卡学院战略传播学教授，她做了这项调查。
She said one reason some members of Gen Z are having trouble is that the pandemic disrupted activities that lead to job-hunting success. She noted that some students missed out on internships and the chance to meet professionals who visited college campuses as guest speakers.
她说，一些Z世代成员遇到麻烦的一个原因是，疫情打乱了促使求职成功的活动。她指出，一些学生错过了实习机会，也没有机会见到作为客座演讲者访问大学校园的专业人士。
"Part of college readiness, college's ability to make students ready for their careers are the things that they experience outside the classroom, such as engaging with people who are different than they are and being able to work on projects that are in the community and engaging in internships, and all of that just didn't exist."
“大学要准备的一部分，即大学让学生为他们的职业生涯做好准备的能力，是他们在课堂外要经历的事情，比如和不同于他们的人交往，能够在社区项目上工作，并参与实习，所有这些都不存在。”
Managers noted that many students became used to missing project time limit dates, or deadlines, and class time. During the pandemic, some teachers eased a lot of rules.
经理们注意到，许多学生已经习惯了错过项目的截止日期和上课时间。在疫情期间，一些老师放宽了很多规定。
But in the workplace, employers are not as permissive.
但在工作场所，雇主就不会这么宽容了。
Kristin Williams is the Director of Career Services at Kent State University's business school in Ohio. She said she sees strong and promising students all the time. However, some of them do miss deadlines.
克里斯汀•威廉姆斯是俄亥俄州肯特州立大学商学院就业服务主任。她说，她总能看到一些坚定而有前途的学生。然而，他们中的一些人确实错过了最后期限。
She notes part of that might be left over from the pandemic, when "we didn't know what was going to happen tomorrow." However, she said employers should be willing to train new employees who are having problems.
她指出，其中一部分可能是疫情遗留下来的，当时“我们不知道明天会发生什么”。然而，她表示，雇主应该主动培训有问题的新员工。
"Again, do we like it when those things happen? Absolutely not. I'm frustrated when a deadline is missed or there's repeated asks for an extension. At some point, someone has to be responsible for coaching [them] through that."
“同样，我们喜欢这些事情发生吗?绝对不是。当错过最后期限或一再要求延期时，我很沮丧。在某种程度上，必须有人负责指导(他们)度过难关。”
Williams said new employees need to be taught how to tell their supervisors they might miss a deadline ahead of time. And they should be taught how to prioritize the most important tasks.
威廉姆斯说，需要教新员工如何提前告诉主管他们可能会错过最后期限，教他们如何优先处理最重要的任务。
Some of the criticisms in the Intelligent survey are part of having several generations in the workforce at the same time, Williams said. But she said that the Gen Z workers might make a "positive shift" in the workplace. She said other workers might end up working less, getting paid more and enjoying freedom to dress less formally at work because of Gen Z's behavior.
威廉姆斯说，Intelligent调查中的一些批评是由于同时有几代人在参与工作。但她表示，Z世代的员工可能会在工作场所做出“积极的转变”。她说，由于Z世代的行为，其他员工最终可能会减少工作时间，获得更多报酬，并享受在工作中穿着不那么正式的自由。
She added, if 40 percent of employers are worried about Gen Z, that means 60 percent are not.
她补充说，如果40%的雇主担心Z世代，那就意味着60%的雇主不担心。
I'm Gena Bennett. And I'm Dan Friedell.