HR選才秘密有哪些
你是否曾經(jīng)投過某一個(gè)職位，結(jié)果卻很不解地發(fā)現(xiàn)這個(gè)職位被各方面都不如你的人得到了?接下來(lái)，小編給大家準(zhǔn)備了HR選才秘密有哪些,歡迎大家參考與借鑒。
HR選才秘密
Have you ever applied for a job and wondered why it was offered to someone who appears to be less qualified than you?
你是否曾經(jīng)投過某一個(gè)職位，結(jié)果卻很不解地發(fā)現(xiàn)這個(gè)職位被各方面都不如你的人得到了?
U.S. researchers claim hiring managers often make poor choices because they tend to make judgements about a person's disposition while ignoring past experience.
美國(guó)研究者稱，人事部經(jīng)理往往會(huì)做出錯(cuò)誤的選擇，因?yàn)樗麄儍A向于就一個(gè)人的脾氣性格做出判斷，而忽略了他過往的工作經(jīng)驗(yàn)。
University of California, Berkeley’s Hass School of Business claims that often those evaluating us for a job have a great deal of trouble considering situational factors or context.
加利福尼亞大學(xué)伯克利分校哈斯商學(xué)院稱，評(píng)估我們是否適合某個(gè)職位的那些人，通常在考慮情境因素和環(huán)境時(shí)存在困難。
Associate Professor Don Moore describes this behaviour as an example of the 'correspondence bias'—a social psychology term that describes when people have the tendency to draw inferences about a person's personality based on actions.
唐-摩爾副教授把這種行為描述為“對(duì)應(yīng)偏差”的一個(gè)例證?！皩?duì)應(yīng)偏差”是一個(gè)社會(huì)心理學(xué)術(shù)語(yǔ)，描述了人們傾向于根據(jù)一個(gè)人的行為推斷他的性格的行為。
‘If you are a hiring manager, ask for more information about other people in the applicant's department and how the person you are considering is better or worse than others in the same situation,’ advised Moore.“
如果你是位人事部經(jīng)理，你應(yīng)該從候選人所在部門的其他人那兒?jiǎn)枂査那闆r，同時(shí)考慮一下這個(gè)人在同樣的環(huán)境下是否能比別人做得更好。”摩爾如此建議道。
Moore added that applicants should offer more information about their performance.
摩爾還補(bǔ)充道，候選人也應(yīng)該就他們的績(jī)效表現(xiàn)提供更多的信息。
擴(kuò)展：小賣部常用詞
bottled water 瓶裝水
poster 海報(bào)
candy 糖果
pretzel 雙圈餅干
cookie 曲奇餅
gum 口香糖
mustard 芥末
popsicle 棒冰
drumstick 雞腿
chicken nuggets 雞塊
popcorn 爆米花
hamburger 漢堡
soft drink 軟飲料
ketchup 番茄醬
fries 薯?xiàng)l
hot dog 熱狗
paper cup 紙杯
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HR選才秘密有哪些
