2023考研英語閱讀招聘游戲化
Recruitment
人才招聘
Work and play
工作兼娛樂
The gamification of hiring.
招聘游戲化。
THE rules of Happy Hour are deceptively simple. You are a bartender. Your challenge is totell what sort of drink each of a swelling mob of customers wants by the expressions on theirfaces. Then you must make and serve each drink and wash each used glass, all within a shortperiod of time. Play this video game well and you might win a tantalising prize: a job in thereal world.
游戲Happy Hour的規(guī)則看起來十分簡單。你是一位酒保，你的挑戰(zhàn)是察言觀色，一群趾高氣揚的黑幫客戶進入酒吧，你需要根據(jù)他們的面部表情判斷每個人要喝何種酒，然后斟酒擦酒杯。所有這一切都需要在短時間內(nèi)完成，如果玩這個游戲表現(xiàn)出色的話，你誘人的獎勵是在真實世界獲得工作。
Happy Hour, which will be unveiled to the public on May 28th, is one of several video gamesdeveloped by Knack, a start-up founded by Guy Halfteck, an Israeli entrepreneur. Thegames include a version of Happy Hour in which sushi replaces booze, Words of Wisdom and Balloon Brigade .They are designed to test cognitive skills that employers might want, drawing on some ofthe latest scientific research. These range from pattern recognition to emotionalintelligence, risk appetite and adaptability to changing situations.
由一位以色列企業(yè)家Guy halfteck新創(chuàng)始的公司Knack開發(fā)的眾多視頻游戲中的一款Happy Hour預(yù)計在5月28日發(fā)布。這一系列的游戲包含一個用壽司替代美酒的Happy Hour版本游戲，Words of Wisdom和氣球大隊游戲。這些游戲都是借助一些最新的科學(xué)研究，測試雇主可能比較注重的認知能力，如模式識別、情商、風(fēng)險承受度和對變化環(huán)境的適應(yīng)性。
A pilot now under way with students at Yale combines the results of games with academicgrades. As little as ten minutes of play can yield enough data to predict performance,says Mr Halfteck.
這款游戲現(xiàn)在正在耶魯大學(xué)的學(xué)生中進行試點，將其游戲的結(jié)果與學(xué)業(yè)成績結(jié)合在一起。Mr Halfteck聲稱，只要玩十分鐘就有足夠的數(shù)據(jù)來預(yù)測個人的表現(xiàn)。
Knack combines three fashionable trends: gaming, the use of massive amounts of data andthe application of behavioural insights from science. According to Chris Chabris of the Centrefor Collective Intelligence at MIT, a member of the Knack team, games have hugeadvantages over traditional recruitment tools, such as personality tests, which can easily beoutwitted by an astute candidate. Many more things can be tested quickly andperformance can t be faked on Knack s games, he says. The two biggest challenges,according to Mr Chabris, are ensuring the games are fun to play and convincing recruiters,who typically make no attempt to measure cognitive skills, to pay attention to these newdata.
Knack將三種Fashion的潮流結(jié)合在一起：游戲，大量數(shù)據(jù)處理以及科學(xué)角度的行為預(yù)測。麻省理工學(xué)院綜合智能中心的Chris Chabri是Knack團隊成員之一，他認為：游戲相比傳統(tǒng)的招聘工具有非常大的優(yōu)點，比如傳統(tǒng)的個性測試，很容易被聰明的應(yīng)聘者蒙混過關(guān)，而通過 Knack游戲，很多方面能夠快速的測定而且不可能作假。Chris Chabri表示最大的兩個挑戰(zhàn)來自于確定游戲足夠好玩，并且能夠說服那些往往不對認知技能進行測試的招聘者把注意力放在這些數(shù)據(jù)上。
Some firms seem to see the potential. The GameChanger unit of Shell, which seeks out newdisruptive technologies for the oil giant, is about to test if Knack can help it identifyinnovators. Bain Company, a consultancy, is to run a pilot: it will start by gettingcurrent staff to play the games, to see which skills make for a successful consultant. If someonecan materially improve our ability to select the best talent, that is worth a lot to us, saysMark Howorth, a recruiter at Bain. And if not, at least the process will be fun.
一些公司似乎看到了潛力。殼牌公司中為石油巨頭尋找突破性新技術(shù)的GameChanger部門即將測試Knack是否能幫助它去發(fā)現(xiàn)創(chuàng)新者。貝恩咨詢公司在這方面將啟動一次試點：它將讓現(xiàn)有職員參與去玩些游戲以幫助決定哪些技能是有助于去做一個成功的咨詢者。 如果有人能顯著提高我們挑選最好人才的能力，那么這對于我們是非常有價值的。 貝恩公司的招聘者Mark Howorth如是說。當然，如果不能，起碼這玩意兒有點意思。
Recruitment
人才招聘
Work and play
工作兼娛樂
The gamification of hiring.
招聘游戲化。
THE rules of Happy Hour are deceptively simple. You are a bartender. Your challenge is totell what sort of drink each of a swelling mob of customers wants by the expressions on theirfaces. Then you must make and serve each drink and wash each used glass, all within a shortperiod of time. Play this video game well and you might win a tantalising prize: a job in thereal world.
游戲Happy Hour的規(guī)則看起來十分簡單。你是一位酒保，你的挑戰(zhàn)是察言觀色，一群趾高氣揚的黑幫客戶進入酒吧，你需要根據(jù)他們的面部表情判斷每個人要喝何種酒，然后斟酒擦酒杯。所有這一切都需要在短時間內(nèi)完成，如果玩這個游戲表現(xiàn)出色的話，你誘人的獎勵是在真實世界獲得工作。
Happy Hour, which will be unveiled to the public on May 28th, is one of several video gamesdeveloped by Knack, a start-up founded by Guy Halfteck, an Israeli entrepreneur. Thegames include a version of Happy Hour in which sushi replaces booze, Words of Wisdom and Balloon Brigade .They are designed to test cognitive skills that employers might want, drawing on some ofthe latest scientific research. These range from pattern recognition to emotionalintelligence, risk appetite and adaptability to changing situations.
由一位以色列企業(yè)家Guy halfteck新創(chuàng)始的公司Knack開發(fā)的眾多視頻游戲中的一款Happy Hour預(yù)計在5月28日發(fā)布。這一系列的游戲包含一個用壽司替代美酒的Happy Hour版本游戲，Words of Wisdom和氣球大隊游戲。這些游戲都是借助一些最新的科學(xué)研究，測試雇主可能比較注重的認知能力，如模式識別、情商、風(fēng)險承受度和對變化環(huán)境的適應(yīng)性。
A pilot now under way with students at Yale combines the results of games with academicgrades. As little as ten minutes of play can yield enough data to predict performance,says Mr Halfteck.
這款游戲現(xiàn)在正在耶魯大學(xué)的學(xué)生中進行試點，將其游戲的結(jié)果與學(xué)業(yè)成績結(jié)合在一起。Mr Halfteck聲稱，只要玩十分鐘就有足夠的數(shù)據(jù)來預(yù)測個人的表現(xiàn)。
Knack combines three fashionable trends: gaming, the use of massive amounts of data andthe application of behavioural insights from science. According to Chris Chabris of the Centrefor Collective Intelligence at MIT, a member of the Knack team, games have hugeadvantages over traditional recruitment tools, such as personality tests, which can easily beoutwitted by an astute candidate. Many more things can be tested quickly andperformance can t be faked on Knack s games, he says. The two biggest challenges,according to Mr Chabris, are ensuring the games are fun to play and convincing recruiters,who typically make no attempt to measure cognitive skills, to pay attention to these newdata.
Knack將三種Fashion的潮流結(jié)合在一起：游戲，大量數(shù)據(jù)處理以及科學(xué)角度的行為預(yù)測。麻省理工學(xué)院綜合智能中心的Chris Chabri是Knack團隊成員之一，他認為：游戲相比傳統(tǒng)的招聘工具有非常大的優(yōu)點，比如傳統(tǒng)的個性測試，很容易被聰明的應(yīng)聘者蒙混過關(guān)，而通過 Knack游戲，很多方面能夠快速的測定而且不可能作假。Chris Chabri表示最大的兩個挑戰(zhàn)來自于確定游戲足夠好玩，并且能夠說服那些往往不對認知技能進行測試的招聘者把注意力放在這些數(shù)據(jù)上。
Some firms seem to see the potential. The GameChanger unit of Shell, which seeks out newdisruptive technologies for the oil giant, is about to test if Knack can help it identifyinnovators. Bain Company, a consultancy, is to run a pilot: it will start by gettingcurrent staff to play the games, to see which skills make for a successful consultant. If someonecan materially improve our ability to select the best talent, that is worth a lot to us, saysMark Howorth, a recruiter at Bain. And if not, at least the process will be fun.
一些公司似乎看到了潛力。殼牌公司中為石油巨頭尋找突破性新技術(shù)的GameChanger部門即將測試Knack是否能幫助它去發(fā)現(xiàn)創(chuàng)新者。貝恩咨詢公司在這方面將啟動一次試點：它將讓現(xiàn)有職員參與去玩些游戲以幫助決定哪些技能是有助于去做一個成功的咨詢者。 如果有人能顯著提高我們挑選最好人才的能力，那么這對于我們是非常有價值的。 貝恩公司的招聘者Mark Howorth如是說。當然，如果不能，起碼這玩意兒有點意思。
