Hiring processes can be thought of as a battle between honesty and dishonesty. You might imagine this is a simple fight between truth-seeking firms and self-promoting candidates (候选人), and to a certain extent it is. But companies themselves are prone (有倾向的) to bend reality out of shape in ways that are self-defeating.

Start with the obvious wrongdoers: job applicants. When it comes to writing the resume (简历), they tend to massage (美化) reality into the most appealing shape possible. Everyone beyond a certain level of experience is a transformational leader personally responsible for generating millions income; the world economy would be about 15 times bigger than it actually is if all such claims were true. The average British spends four and a half hours a day watching TV and online videos. But each average job candidate is an enthusiast for public welfare, using their spare time only for worthy purposes, like volunteering in soup kitchens.

But the tendency to stretch the truth involves companies as well as applicants. The typical firm will write a job description that invariably describes the work environment as fast-paced and innovative, and then lays out a set of improbable requirements for the “ideal candidate”, someone who almost by definition does not exist. Sometimes, the requirements include an ability to go back and change the course of history.

Too few firms offer an accurate account of what a position actually involves in their job previews 职位预告, which are supposed to give prospective employees a real sense of the negatives and positives of the job, as well as a clear idea of the company’s corporate culture. One effective strategy is to lay out in text or video, what a typical day in the role would look like.

Such honesty can be its own reward. Research has long suggested that realistic job previews lead to lower turnover and higher employee satisfaction. A paper in 2011 by David Eamest of Towson University and his co-authors concluded that favourable perceptions of the organisation’s honesty are the best explanation for why. So a process designed to uncover the truth about job applicants would run a lot more smoothly if firms were also honest about themselves.

For high schoolers, a career goal can help them choose a major and college. They may find a career that fits for the first try. Therefore, do encourage the career exploration below. It describes a few new ones that will be available when your teen reaches adulthood.

Unfortunately, psychological health issues are unlikely to decrease soon. The existing research is far from a cure-all. Psychological help will likely be an ever more interesting and in-demand profession.

The U. S. is facing an overburdened health care system. So, an ever-higher percentage of health care will be provided by intermediate-care providers such as physician assistant, dental assistant, etc. The good news for career-seekers is that the training is much shorter.

Experts in database architecture, artificial intelligence, and machine learning will stay in demand. New applications may include AI-assisted diagnosis (诊断) and treatment recommendations, individualized education, and advanced embryo (胚胎) selection to ensure absence of genetically influenced diseases and so on.

In your teen’s lifetime, major diseases will likely be prevented and/or treated with molecules custom-matched (定制) to the very specific disease. Your math-centric teen who can picture getting a PhD could help make that happen.

It’s great when teens are able to explore careers on their own. You might want to sit alongside, but let your teen sit in the driver’s seat. Only help as much as needed.