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　　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.求职者贾斯汀·巴西特在面试新工作时，他以为被问到的都会是些经历和推荐信等常规问题。不过面试官抛出的问题却让他大吃一惊：Facebook的用户名和密码！

　　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.巴西特是纽约市的一名统计员，他回答了一些关于性格的问题之后，面试官突然转向电脑开始搜索巴西特的Facebook主页。因为无法查看他的个人资料，这位面试官转过头来问他要登陆信息。

　　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.巴西特断然拒绝，并收回了自己的求职申请，表示自己不想为这样一家索要员工私人信息的公司工作。但随着求职市场稳定改善，其他的求职应聘者也会遭遇未来的雇主提出的同样问题，有一些人根本无法拒绝。

　　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.为了全方位审查应聘者，许多公司和政府机构所做的可不只是看看求职者的个人社交网络资料那么简单，他们会要求用使用者的身份登录账户一查究竟。

　　"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."乔治华盛顿大学的法学教授、前联邦检察官奥林·科尔认为这“严重侵犯了个人隐私”，他表示这种行为“就像要别人家的钥匙一样”。

　　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.有人质疑这种做法的合法性，这也是目前伊利诺斯州和马里兰州一项立法提案的焦点关注，此项提案旨在禁止公共机构索要社交网络登录信息。

　　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.社交网络蓬勃发展，主管们通过查看公开的Facebook资料、Twitter账户和其他网站来了解更多求职者的信息，已经是很稀松平常的一件事。但很多社交网络的用户，特别是Facebook用户，会将个人资料设为私密状态，只对特定的人或某些网站开放。

　　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.不要密码的公司采取了其他的措施：他们要求应聘者将公司的人力资源主管加为好友，或是要求在面试时用公司电脑登录帐号。一旦被录用，公司会要求他们签署不损害名誉协定，禁止他们在社交媒体上贬低雇主。

　　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.公共机构索要社交网站密码的情况更为常见，特别是一些执法部门的职位，比如警察或者911调度员。

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