華爾街藉助機器甄別忠誠員工
Wall Street is turning to behavioural profiling to select graduates, as banks hope to widen the range of colleges they hire from and reduce the number of recruits who quit to join hedge funds.
華爾街正求助於行爲特徵描述來遴選畢業生，各銀行希望拓寬其招聘的高校範圍，並減少隨後跳槽至對衝基金的新員工人數。
Deutsche Bank this month introduced a screening system for some US graduates, designed by a Silicon Valley firm that works with Airbnb and LinkedIn.
德意志銀行(Deutsche Bank)本月面向一部分美國大學畢業生啓用一套篩選系統，該系統由一家與Airbnb和領英(LinkedIn)等公司合作的硅谷公司設計。
Amid a scramble to find talent from non-traditional backgrounds, Citigroup is also testing behavioural profiling across its US investment bank and Goldman Sachs is piloting its own version.
隨着各銀行競相物色非傳統背景的人才，花旗集團(Citigroup)也在其美國投行部門試驗行爲特徵描述，高盛(Goldman Sachs)正在試運行自己的版本。
Deutsche now requires candidates applying for US corporate finance roles to complete a 20-minute behavioural test designed by Koru. Their results are compared with an ideal profile based on the test results of the bank’s best performing junior staff.
德銀現在要求申請美國企業融資職位的候選人完成由Koru設計的20分鐘行爲測驗，測試結果然後會被拿去與該行表現最佳的初級員工的測驗結果進行比對。
Koru can also set the results of Deutsche’s top juniors against a database of about 30,000 students who applied to other companies.
Koru還可以把德銀最優秀初級員工的測驗結果與一個數據庫進行比對，該數據庫含有向其它公司求職的大約3萬名學生的資料。
Most are from colleges where banks do not typically recruit.
他們當中多數人來自銀行通常不招聘的高校。
Noel Volpe, the Deutsche Bank managing director running the project, said the system was intended to deliver a candidate who matches certain traits that resonate here with our best and brightest people.
負責該項目的德銀董事總經理諾埃爾•沃爾普(Noel Volpe)表示，該系統旨在發現具備我行最優秀、最聰明人才身上的某些特徵的候選人。
He believes the recruits identified by the new tests will be better bets for the bank than the Ivy League candidates that banks traditionally fight over.
他相信，與各銀行通常競相爭奪的常青藤大學候選人相比，新的測驗爲該行識別出的招聘對象將更合適。
These candidates often felt no loyalty, Mr Volpe said.
沃爾普表示，常青藤大學的畢業生往往沒有忠誠意識。
I don’t want the person who’s going to come here, [then] interview at a hedge fund six months in.
我不希望有人到這裏來，六個月後又去某家對衝基金面試。
Among other approaches being tried by the big banks are JPMorgan’s 48 virtual recruiting sessions this year at colleges it does not visit physically, and Goldman Sachs’ move to eliminate on-campus interviews at target schools.
各大銀行還嘗試了其它方式，如摩根大通(JPMorgan)今年在其招聘者不親臨的高校舉行了48場虛擬招聘會，而高盛取消在目標高校安排校園內面試。
Credit Suisse has been using virtual recruiting for graduates since 2010 and, in some countries, hires up to a third of its intake this way.
瑞信(Credit Suisse)從2010年起採用虛擬方法招聘畢業生，在某些國家以這種方式招聘三分之一的新人。
This effort means we aren’t limiting ourselves in terms of talent sources, but rather attracting a much broader group of students, said Andrea Tolchinsky, head of global campus recruiting at Credit Suisse.
這方面的努力意味着我們不會侷限人才來源，而是吸引更廣泛的學生羣體，瑞信全球校園招聘主管安德烈亞•托爾欽斯基(Andrea Tolchinsky)表示。
