早已是五月中下旬了，针对大四将要大学毕业离去院校的学员们而言，寻找一份令人满意的工作中却并不是这么简单的事儿。有的人本来个人简历让人赞美，招聘面试中主要表现也很出色，但最后却沒有获得要想的那份工作，这是为什么呢？
You aced the interview, your resume sings, but in the end, you didn't get the job. Chances are, you'll never know why.
你一直在招聘面试中主要表现出色，你的个人简历也让人赞美，但最后還是沒有获得那份工作，并且你很可能始终都不清楚缘故所属。
It is a painful conundrum of the job search process: Rejected candidates want to understand why they didn't get hired, but employers, fearing discrimination complaints, keep silent. And those who do speak up offer little more than platitudes.
它是应聘求职全过程中一个令人头痛的难点，一方面遭拒的应聘者期待认识自己为什么没有获聘；另一方面顾主却因担忧遭受岐视举报而保持缄默，即使有顾主以诚相待坦言，常说的也只*文不对题。
Without specifics, candidates are left to repeat the same mistakes, while hiring managers complain they're swamped with applicants who miss the mark.
要是没有实际的意见反馈，应聘者便会反复做出一样的不正确，招聘经理则埋怨她们一直遇上一批又一批*关的应聘者。
'You don't know how to adjust going forward, ' says technology professional Lisa Roberson. When she wasn't selected for a job in her field a few years ago, she emailed one of the people who had interviewed her to find out why.
从业高新科技工作中的沙莉·罗伯森(Lisa Roberson)说：“你永远不知道该怎样调节不断进步。”两年前，在面试一份*科技的工作中落榜后，她给在其中一位招聘者发过封电子邮件了解缘故。
The response: Someone 'more suited' to the job had been hired. 'Well, I could have guessed that, ' said Ms. Roberson, who works in health-care IT.
招聘者的回应是：她们找到“更合适”哪个岗位的候选人。罗伯森说：“行吧，我还能猜中这一回应。”如今她在诊疗IT领域工作中。
Such exchanges frustrate job seekers, especially those who have been searching for long periods and desperately want some insight into how they are viewed by hiring managers.
从此之后的座谈会让应聘者心存消沉，而这些找了很长期工作中、迫切需要深入了解招聘经理怎样看待她们的应聘者更是如此。
Then there is the discomfort of relaying hard-to-hear information. Some hiring managers are so uncomfortable at the prospect of these conversations that they refuse to bring their business cards to interviews, says Amelia Merrill of Risk Management Solutions Inc., a risk-modeling firm in Silicon Valley.
次之，转达令人无法接纳的信息也会令人心里不舒服。美国硅谷风险性模型企业Risk Management Solutions Inc.的阿米莉亚·梅里尔(Amelia Merrill)说，一些招聘经理一想起将来很有可能会出现那样的交谈就感觉十分难受，因此 她们去招聘面试应聘者时都不愿意携带个人名片。
Despite how awkward it can be, Ms. Merrill expects her recruiters to call finalists to let them know they weren't hired, giving those applicants a chance to ask for moreinformation. She wants even rejected candidates to leave thinking they want to work there.
虽然氛围很有可能会十分难堪，梅里尔還是期待招聘人员能通电话通告进到最后招聘面试，却未被聘请的应聘者，以向她们出示一个了解其他信息的机遇。她乃至还期待遭拒的应聘者最终内心还会继续惦记着期待在他们那里工作中。
On rare occasions, she added, a rejected candidate will argue with the recruiter or insist he was the right pick for the job.
她还说，仅有在极个别状况下，会出现未被录取的应聘者与招聘人员争论，或坚持不懈觉得自身是该岗位的适合候选人。
Of course, lots of candidates don't seek feedback: HR managers put the number of those who request it at around 10%. But of those who do, barely any get it. Only 4.4% of more than 2, 000 job candidates surveyed in 2012 by the Talent Board, an organization dedicated to improving companies' recruiting practices, said they received specific feedback from hiring managers and recruiters.
自然，许多应聘者不容易寻找意见反馈，人事主管可能规定得到意见反馈的应聘者的占比在10%上下。可是，在这些明确提出这一规定的应聘者中，基本上没人能获得意见反馈。致力于改善公司招聘个人行为的组织──优秀人才联合会(Talent Board)在2012年对2,000多名应聘者开展了调研，在其中仅有4.4%的应聘者表明她们获得过招聘经理和招聘人员的实际意见反馈。
