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It’s why we are advocating for legislation （that extends economic justice to young people across the country）, so that our businesses can benefit from the experiences of all Americans and so that all Americans can have access to life-changing experiences.
这就是为什么我们倡导立法，让全国各地的年轻人都能享受到经济公正，以使我们的企业能够从所有美国人的工作经历中受益，也使所有美国人都能获得改变生活的工作经历。
that extend ... 是legislation的具体内容。
1.advocate: to support sth publicly 提倡；拥护
2.extend sth to: to make a business, an idea, an influence, etc. cover more areas or operate in more places 在此句中意思为 让所有美国年轻人获得经济公平
3.access to： the opportunity or right to use sth or to see sb/sth 在这里也就是“可以获得xx
”
心理测试正广泛应用于人才招聘选拔的过程中，曾有一项对一千应届毕业的求职者做的调查，结果显示，有近一半的应届毕业生在求职时曾经接受过招聘方的心理测试。
Here is a test. Assign a score of 1 to 5, where 1 is “strongly agree” and 5 is “strongly disagree”, to the following statement: “I really care about my work.” If you have answered that kind of question before, you have probably
applied for
a job at a large company.
Psychometric
tests, as they are called, have become increasingly popular.
现在有这样一份测试，请针对下列表述：“我真的很在乎我的工作”，从1-5进行打分，1分代表“非常同意”，5分代表“非常不同意”。如果你之前回答过这类问题，那你可能曾经申请过一家大公司的工作。这种所谓的心理测试已经变得越来越受青睐。
Eager job-seekers may think the answers to these questions are
glaringly
obvious. For any statement, give a response that creates a portrait of a diligent, collaborative worker. Of course, applicants care about their work, love collaborating with other people and pay careful attention to detail.
迫切的求职者可能会觉得这些问题的答案显而易见。对每一条表述，都会做出一个能够反映出勤奋、善于团队协作的员工形象的回答。当然，求职者也要表明自己在乎工作、喜欢与他人合作、而且十分注重细节。
But the people who set the tests know that candidates will respond this way.
So questions are
rephrased
in many different ways to check that applicants are consistent and make it difficult for them to remember what they have already said.
但是设置这些入职测试的人知道应试者会以这样的方式进行作答。
翻译划线句，在文末留言框内打卡，答案下期公布~
Aptitude
tests are not a new idea. Intelligence tests have been around for a century and were popular with government departments. Charles Johnson, who has been involved in psychometric testing for 40 years and was responsible for constructing the tests used to recruit British
civil servants
, says the second world war had a big impact.
能力倾向测试并不是一个新概念。智力测试已经存在了一个世纪，并且在政府部门中很受欢迎。从事心理测试工作已有40年之久的查尔斯•约翰逊负责设计用于招募英国公务员的测试。他表示，二战对此事留下了巨大的影响。
For high-skilled jobs, these tests are useful. However, Mr Johnson says there is a risk with using such tests to recruit workers for low-skilled jobs. If you select people who pass
sophisticated
cognitive tests, they will learn the job quickly but will then get bored and leave.
对于高技能的工作岗位来说，这些测试是有用的。不过，约翰逊表示，在低技能工作岗位招聘时使用此类测试是存在风险的。如若你选拔的员工通过了复杂的认知测验，他们将很快学会这份工作内容，但不久后便会感到无聊并离职。
本文节选自：The Economist（经济学人）
发布时间：2020.11
作者：Bartleby
原文标题：Companies are relying more and more on psychometric tests
