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The barbed office farewell that goes viral is now so commonplace there seems to be room for a sub-genre: the barbed office farewell by audit trainees at the big professional services firms.
受到疯传的充满讽刺的离职告别信已成为一种司空见惯的现象，似乎可以生出一个子类：大专业服务公司的审计培训生们写的充满讽刺的离职告别信。
The latest comes from Oliver Alcock, a Durham University graduate and former trainee auditor at PwC, who two months ago spent his last day detailing why he had not made the grade.
最近的一封出自奥利弗•阿尔科克(Oliver Alcock)。他毕业于英国杜伦大学(Durham University)，曾是普华永道(PwC)的审计培训生，两个月前，他在离职的当天，详细地叙述了自己为什么没有达标的原因。
I haven’t particularly enjoyed much of [my] time at PwC largely related to exam stress and having a low boredom threshold, he wrote, listing things he didn’t do (learn anything in a PwC training course, consistently pass exams) and some he did (a tour of Stoke-on-Trent’s finest supermarket pharmacies, claimed a lot of mileage money).
在普华永道的大部分时间我都不是很开心，这很大程度上是由于考核的压力，和我自身容易厌倦的个性，他写道，他列出了他没做到的事（在普华永道的培训课程中学到东西，不断通过各种考核），和一些他做到的事（参观特伦特河畔斯托克市最好的药品超市，报销大量差旅费）。
That there is a small but expanding archive of failed accountants’ emails to their bosses is no surprise.
也难怪向老板写邮件的未通过考核的会计师越来越多。
Major firms have to recruit vast numbers simply to cover the attrition rate as more senior colleagues parlay their experience into jobs elsewhere.
随着较资深的员工们凭借工作经验另谋他就，仅仅为了弥补离职率，大公司就不得不广招新丁。
The law of averages (possibly one of the modules Mr Alcock failed to complete) suggests there are bound to be more disgruntled former would-be auditors than, say, unhappy ex-trainee sailmakers.
概率（或许这也是阿尔科克未能通过的课程之一）表明，心怀不满的前准审计师势必会比，比方说，不开心的前见习修帆工要多。
Mr Alcock would be wrong to assume, though, that a rude email sent in his 20s will fade into the wallpaper of public resignation letters.
倘若阿尔科克认为，20多岁时发过的一封粗鲁的离职邮件会随着时间淡出公众的视野，那他就错了。
For one thing, the Daily Mail picked up the story.
首先，《每日邮报》(Daily Mail)已经刊登了他的事迹。
A job-seeking graduate I interviewed a few years ago had the misfortune to be acquitted on a colourful charge that caught the Mail’s eye: her court appearance still pops up on the first page of any online search of her name.
几年前，我面试过一个刚刚大学毕业的求职者，不幸的是，她被判无罪的一个不太光彩的案子引起《每日邮报》的注意：如今随便在网上搜索她的名字，仍会在首页看到她出庭受审的信息。
By voicing his laddish insouciance about his failure to pass his exams, Mr Alcock has not only transgressed Lucy Kellaway’s law of I quit etiquette — A resignation statement is not a time for truth, it is a time for politeness and for causing minimum upset — he has done his peers a disservice.
阿尔科克幼稚地表达对自己未能通过考核的满不在乎，不仅有违露西•凯拉韦(Lucy Kellaway)提出的我要辞职的礼仪法则——辞职声明不是坦陈真相的时候，而是一个表现礼貌并将造成的不安最小化的时机——而且他的所作所为给他的同龄人扯了后腿。
The manner and tone of his incontinent email allows older critics to fit him to the stereotype of entitled millennials, unable or unwilling to buckle down and do the basic tasks their elders did.
年长的评论家们会认为，他这封无所顾忌的电子邮件表现出的态度和语气，很符合惯坏的千禧一代的做派，他们没有能力也不愿意踏踏实实去做前辈们以往做过的基础工作。
Plenty of graduates take up high-profile traineeships with their eyes open, ready to be worked hard for a couple of years so they can add Goldman Sachs, McKinsey or PwC to their curriculum.
众多毕业生一心想到名企当培训生，准备努力干上几年，就能将高盛(Goldman Sachs)、麦肯锡(McKinsey)或普华永道的工作经历加进履历。
Many people the same age as Mr Alcock do not even reach the threshold of the big groups.
许多与阿尔科克年纪相仿的人甚至还达不到大公司的入职要求。
About 45,800 applied for 3,000 entry-level roles at PwC UK this year.
今年，大约有45800人应聘普华永道英国的3000个入门职位。
It is normal, even inevitable, that some trainees will hate the job; it may even be understandable that a few should wilfully squander the opportunity of a lifetime, as PwC UK calls it on its recruitment website; but to moan publicly about how rubbish the experience was when others are fighting for the chance to try it is unforgivable.
有些培训生会厌恶这里的工作是正常的，甚至是难免的；普华永道英国在招聘网站上说，这是一次一生难遇的机遇，而对少数肆意挥霍了这一机遇的人，我们甚至都能理解；但就在其他人尚在为博得一个尝试的机会而拼搏之际，当众抱怨在这里工作有多糟糕则不可原谅。
PwC says it wishes Mr Alcock well and hopes he finds a career that is right for him.
普华永道表示祝阿尔科克一切顺利，并希望他能找到适合自己的职业。
But there is a lesson here, too, for all voracious graduate recruiters — and it is not only that they should take a close look at a process that let the plainly unsuitable Mr Alcock through.
然而，对所有求贤若渴的应届生招聘者来说，这也是个教训——不仅仅是应该仔细审视竟让明显不合适的阿尔科克过关的招聘程序。
Large companies make vast play of how they are becoming more purposeful, socially aware and work-life balanced, in part because they know this is a good way to attract idealistic younger recruits.
大公司极力向外界展示，他们正在如何变得更具使命感和社会意识，以及更加注重工作与生活的平衡，部分原因在于他们知道这是一个吸引理想年轻应聘者的好办法。
Mr Alcock may be an untrustworthy witness, but the fact he described the PwC programme as a meat grinder and spent part of his stint in three business units gradually getting further and further away from the work I signed up for shows how big the gap can be between glossy promises and gritty reality.
阿尔科克也许不是一个可信的见证者，但他将普华永道的培训程序比作绞肉机，还说自己在三个业务部门工作，离我当初申请的工作越来越远，从他的描述可以看出，在光鲜的许诺与残酷的现实之间差距有多大。
If companies do not bridge that gulf, or explain to bright-eyed trainees why it exists, then the kind of cynicism Mr Alcock unwisely voiced will fill the hole.
倘若公司不将这一差距弥合，或向眼明心亮的培训生们解释清楚何以存在这种差距，就会被阿尔科克不明智地表达的这类讥讽钻了空子。
That cannot be good for employers or employees.
那对雇佣双方都不利。
