导读:入毕业季，不少应届大学生正在求职路上，但求职之路却并不轻松。他们面临着各种歧视。籍贯，星座，血型，属相，颜值都成为了被拒的理由。
"It’s just unfair," sighed Lei Chen (pseudonym), who was rejected in a job interview because of his zodiac sign.
在一次面试中因星座不符合要求被拒的雷陈（化名）说，“这是不公平的”。
"Later, I found out that they prefer Gemini and Libra, but I’m a Leo. I can accept failure if it’s because of my bad performance and working capacity, but not for my zodiac sign," Lei sighed again.
“后来，我发现他们倾向于选择双子座和天秤座的应聘者，可我是狮子座。如果是因为我的表现差，或者工作能力欠缺，我可以接受这种失败，但是因为星座被刷，我接受不了。”
In fact, employment discrimination has always been a highly discussed topic, and there was recent outcry when a report by the China Youth Daily website revealed that more than 75.7 percent of the interviewed graduates coming from 100 universities admit that they have been treated unfairly in the job market, and discriminatory standards such as where a person’s hometown is and what zodiac sign they are have been used as deciding factors for employment.
事实上，就业歧视一直是一个被高度关注的话题，而最近《中国青年报》网站发布的一份报告称，在来自全国100余所高校的应届毕业生中，超过75.7%的人曾在求职时受到过不公平的对待，像户籍、星座等歧视标准都成了求职的决定因素。
"It’s common that some employers set up hidden conditions when recruiting people, such as zodiac signs and blood type," said Liu Tong, who has been working as a human resource staff member for years.
有着多年人力资源工作经验的刘童（音）表示，“一些雇主在招人时设置了一些隐性条件，这是非常普遍的。”
Liu said the standards mostly depend on the employers’ preferences and the team’s comprehensive need. For example, one’s zodiac sign can reveal some possible features of personality, which sometimes can be used to measure whether a person will fit in well with the team or get along with the boss. Comparatively speaking, Virgo is the most unwelcomed sign and is often considered as picky and hard to get along with.
她说，这些标准主要取决于雇主的喜好和团队的综合需求。例如，一个人的星座可以揭示一些个性特征，有时可以用来衡量一个人是否适合与团队或者老板相处。相对而言，处女座是最不受欢迎的星座，通常被认为是挑剔和难以相处的。
"Blood types can also show a person’s working style to some extent," she said. According to her, people with type A blood tend to be considered more careful and cautious, while those with B are more passionate and nimble. AB blood types are more likely to be reasonable and good at logic, while those with O blood are regarded as more happy and relaxed.
她表示，“在某种程度上，血型也能显示出一个人的工作风格。”据她介绍，A型血的人被认为更小心谨慎，B型的人更有激情、更敏捷，AB血型的人则有可能更理性、逻辑性更强，而O型血的人更快乐，更放松。
"A team needs different types of people to keep a balance and create a good working atmosphere. There is no good or bad judgment as to blood type," Liu said. "After all, each individual is different, and all this hidden information is for reference only."
她说，“一个团队需要不同类型的人来保持平衡，创造良好的工作氛围。血型不分好坏。毕竟，每个人都是不同的，所有这些隐含的信息只供参考。”
Apart from the above factors, one’s interest in online games or sports can also be a source of favoritism. For example, some employers prefer those who play King of Glory, a popular mobile game.
除了上述因素外，人们对网络游戏或体育运动的兴趣也可能受到偏爱。例如，一些雇主更喜欢会玩“王者荣耀”这款手机游戏的应聘者。
"In the last company I worked for, we had a QQ group for those who play King of Glory, and colleagues sometimes played together in their spare time. The head of the tech department took the lead," said Liu. Playing a game together can be a quick way to break the ice and build up close relationships in the office.
“我工作过的上一家公司有一个‘王者荣耀’游戏QQ群，同事们有时会在业余时间一起玩，科技部的负责人带头。一起玩游戏是办公室中打破僵局、建立亲密关系的捷径。”
Meanwhile, employers sometimes pay attention to one’s hometown. For example, a manager coming from the Northeast will add points to those candidates from the same region, according to Liu. In many cases, locals will have a better chance of getting the job compared with those coming from other areas. And for particular jobs, one’s hometown can be used to measure his or her social connections. For example, banks often prefer employees that come from cities, instead of rural areas, since a stronger economical background and social connection would help the bank get more loans, she said.
与此同时，有时雇主也会关注籍贯信息。例如，一位来自东北的经理将会为来自同一地区的候选人加分，据刘介绍。在许多情况下，与来自其他地区的人相比，本地人有更好的机会得到这份工作。对于特定的工作，一个人的家乡可以用来衡量他或她的社会关系。她说，例如，银行往往更喜欢来自城市的员工，而不是农村，因为他的经济背景和社会关系更强，有可能帮助银行获得更多贷款。
However, Lei thinks these requirements are biased, discriminatory and stereotype individuals.
然而，雷认为这些要求是有偏见的，带有歧视性和刻板印象。
"If you don’t give us a chance to see what we really are, you are actually shutting doors to the possibly the most suitable employees," he said. "After all, it is still an employer-dominated job market, and it’s hard to avoid unfair and preferential treatment."
他说：“如果你不给我们一个机会去看看我们到底是什么，你实际上是对可能最合适的员工关上了大门。然而，这仍是一个由雇主主导的就业市场，很难避免不公平和特殊待遇。”
