英语翻译How to select the best candidates --- and avoid the wors

英语翻译
How to select the best candidates --- and avoid the worst
By Adrian Furnham
Investing thousands of pounds in the recruitment and training of each new graduate recruit may be just the beginning.Choosing the wrong candidate may leave an organization paying for years to come.
Few companies will have escaped all of the following failures:people who panic at the first sign of stress; those with long,impressive qualifications who seem incapable of learning; hypochondriacs whose absentee record becomes astonishing; and the unstable person later discovered to be a thief or worse.
Less dramatic,but just as much a problem,is the person who simply does not come up to expectations,who does not quite deliver; who never becomes a high-flyer or even a steady performer; the employee with a fine future behind them.
The first point to bear in mind at the recruitment stage is that people don’t change.Intelligence levels decline modestly,but change little over their working life.The same is true of abilities,such as learning languages and handling numbers.
Most people like to think that personality can change,particularly the more negative features such as anxiety,low esteem,impulsiveness or a lack of emotional warmth.But data collected over 50 years gives a clear message:still stable after all these years.Extroverts become slightly less extroverted; the acutely shy appear al little less so,but the fundamentals remain much the same.Personal crises can affect the way we cope with things:we might take up or drop drink,drugs,religion or relaxation techniques,which can have pretty dramatic effects.Skills can be improved,and new ones introduced,but at rather different rates.People can be groomed for a job.Just as politicians are carefully repackaged through dress,hairstyle and speech specialists,so people can be sent on training courses,diplomas or experimental weekends.But there is a cost to all this which may be more than the price of the course.Better to select for what you actually see rather than attempt to change it.
From the Financial Times
请不要用系统翻译，错误百出，太夸张了！

怎样选择最好的候选人——同时剔除最差的
对成千的新毕业生招聘和培训生进行调研只是一个开始.选择了错误的候选人会消耗公司几年的财力.
很少公司能够避免以下错误：对第一次的压力惊慌失措的人；有高学历的人却没有学习新事物的能力；因为缺席太多而患忧郁症的人；还有一些不稳定的人最后被发现是贼,或者更糟.
还有一种没有这么戏剧性,但是也好不到哪里去的情况,就是那些人不像你所期望的那样,无法展翅高飞,或者无法表现平稳,未来对于他们来说是渺茫的.
招聘人的第一点要记住的就是：人是一成不变的.智慧倒是慢慢降低,但是在职业生涯中却没怎么改变.能力也是同样道理,例如学习语言的能力和处理数字的能力.
大多数人都认为个性会改变,尤其是面对焦虑、没有自尊心、压力或者感情冷漠等.但是50年以来的资料显示一个明确的答案：这些是不会变的.外向的人可能会变得有点没那么外向；同样害羞的人也是,但是他们的基本性格还是维持不变.个人的危机会影响他们处理问题的方式：我们可能会开始或者戒掉酒精、药物、宗教或者放松技巧,这些东西可以有很大的影响.
技能是可以提升的,也可以学会新的,但是都不一定.人们可以为了一个工作很进取.就像政客能从衣冠打扮和演讲内容中改变一样.但这些都需要付出代价,而代价的价值往往大于成功的价值.最好选择你真的看到的,而不是你期望改变的.
来自《金融时报》