When Justin Bassett interviewed for a new job, he expected the usual questions about experience and references. So he was astonished when the interviewer asked for something else: his Facebook username and password.
求職者賈斯汀·巴西特在面試新工作時(shí)，他以為被問(wèn)到的都會(huì)是些經(jīng)歷和推薦信等常規(guī)問(wèn)題。不過(guò)面試官拋出的問(wèn)題卻讓他大吃一驚：Facebook的用戶名和密碼！

Bassett, a New York City statistician, had just finished answering a few character questions when the interviewer turned to her computer to search for his Facebook page. But she couldn't see his private profile. She turned back and asked him to hand over his login information.
巴西特是紐約市的一名統(tǒng)計(jì)員，他回答了一些關(guān)于性格的問(wèn)題之后，面試官突然轉(zhuǎn)向電腦開(kāi)始搜索巴西特的Facebook主頁(yè)。因?yàn)闊o(wú)法查看他的個(gè)人資料，這位面試官轉(zhuǎn)過(guò)頭來(lái)問(wèn)他要登陸信息。

Bassett refused and withdrew his application, saying he didn't want to work for a company that would seek such personal information. But as the job market steadily improves, other job candidates are confronting the same question from prospective employers, and some of them cannot afford to say no.
巴西特?cái)嗳痪芙^，并收回了自己的求職申請(qǐng)，表示自己不想為這樣一家索要員工私人信息的公司工作。但隨著求職市場(chǎng)穩(wěn)定改善，其他的求職應(yīng)聘者也會(huì)遭遇未來(lái)的雇主提出的同樣問(wèn)題，有一些人根本無(wú)法拒絕。

In their efforts to vet applicants, some companies and government agencies are going beyond merely glancing at a person's social networking profiles and instead asking to log in as the user to have a look around.
為了全方位審查應(yīng)聘者，許多公司和政府機(jī)構(gòu)所做的可不只是看看求職者的個(gè)人社交網(wǎng)絡(luò)資料那么簡(jiǎn)單，他們會(huì)要求用使用者的身份登錄賬戶一查究竟。

"It's akin to requiring someone's house keys," said Orin Kerr, a George Washington University law professor and former federal prosecutor who calls it "an egregious privacy violation."
喬治華盛頓大學(xué)的法學(xué)教授、前聯(lián)邦檢察官奧林·科爾認(rèn)為這“嚴(yán)重侵犯了個(gè)人隱私”，他表示這種行為“就像要?jiǎng)e人家的鑰匙一樣”。

Questions have been raised about the legality of the practice, which is also the focus of proposed legislation in Illinois and Maryland that would forbid public agencies from asking for access to social networks.
有人質(zhì)疑這種做法的合法性，這也是目前伊利諾斯州和馬里蘭州一項(xiàng)立法提案的焦點(diǎn)關(guān)注，此項(xiàng)提案旨在禁止公共機(jī)構(gòu)索要社交網(wǎng)絡(luò)登錄信息。

Since the rise of social networking, it has become common for managers to review publically available Facebook profiles, Twitter accounts and other sites to learn more about job candidates. But many users, especially on Facebook, have their profiles set to private, making them available only to selected people or certain networks.
社交網(wǎng)絡(luò)蓬勃發(fā)展，主管們通過(guò)查看公開(kāi)的Facebook資料、Twitter賬戶和其他網(wǎng)站來(lái)了解更多求職者的信息，已經(jīng)是很稀松平常的一件事。但很多社交網(wǎng)絡(luò)的用戶，特別是Facebook用戶，會(huì)將個(gè)人資料設(shè)為私密狀態(tài)，只對(duì)特定的人或某些網(wǎng)站開(kāi)放。

Companies that don't ask for passwords have taken other steps — such as asking applicants to friend human resource managers or to log in to a company computer during an interview. Once employed, some workers have been required to sign non-disparagement agreements that ban them from talking negatively about an employer on social media.
不要密碼的公司采取了其他的措施：他們要求應(yīng)聘者將公司的人力資源主管加為好友，或是要求在面試時(shí)用公司電腦登錄帳號(hào)。一旦被錄用，公司會(huì)要求他們簽署不損害名譽(yù)協(xié)定，禁止他們?cè)谏缃幻襟w上貶低雇主。

Asking for a candidate's password is more prevalent among public agencies, especially those seeking to fill law enforcement positions such as police officers or 911 dispatchers.
公共機(jī)構(gòu)索要社交網(wǎng)站密碼的情況更為常見(jiàn)，特別是一些執(zhí)法部門的職位，比如警察或者911調(diào)度員。