1·Job candidates can respond freely due to its open-ended nature.
由于开放性的特点，应聘者可以自由回答问题。
2·What might happen when social media is used to screen job candidates?
如果用社交媒体来审查求职者，会发生什么呢？
3·What does the author suggest doing before screening job candidates on social media?
作者建议在社交媒体上审查求职者之前做什么？
4·Screening job candidates on social media must be done professionally and responsibly.
在社交媒体中对求职者进行审查必须保证专业性和责任感。
5·Incorporating the use of social media to screen job candidates is not an uncommon practice.
结合使用社交媒体来审查求职者并不是一种罕见的做法。
6·Before using social media to screen job candidates, consulting with management and legal teams beforehand is essential in order to comply with all laws.
为了遵守各项法律，在使用社交媒体审查求职者之前，应该事先咨询管理层和法律团队，这是至关重要的。
7·They make it easy to match up job candidates with job openings.
通过证书他们很容易能给空缺的职位找到相匹配的候选人。
8·That does more for job candidates in my view than just about anything else.
在我看来，与其他方面相比，这一点更能为求职者加分。
9·These people are weak job candidates with less impressive resumes and references.
这部分人是比较弱势的求职者，没有能够给人留下深刻印象的简历和值得夸耀的经历。
10·But the apparent bias in favor of job candidates with photos didn't hold true for women.
但是，明显倾向于应聘者有一份带有相片的简历这种情况却不在女性中成立。