日韩欧美另类久久久精品_亚洲大色堂人在线无码_国产三级aⅴ在线播放_在线无码aⅴ精品动漫_国产精品精品国产专区

我要投稿 投訴建議

職場HR選人秘密

時間:2021-01-03 09:32:16 職場英語 我要投稿

職場HR選人秘密

  Have you ever applied for a job and wondered why it was offered to someone who appears to be less qualified than you?

職場HR選人秘密

  你是否曾經投過某一個職位,結果卻很不解地發(fā)現這個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.

  美國研究者稱,人事部經理往往會做出錯誤的選擇,因為他們傾向于就一個人的脾氣性格做出判斷,而忽略了他過往的工作經驗。

  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.

  加利福尼亞大學伯克利分校哈斯商學院稱,評估我們是否適合某個職位的`那些人,通常在考慮情境因素和環(huán)境時存在困難。

  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“對應偏差”的一個例證。“對應偏差”是一個社會心理學術語,描述了人們傾向于根據一個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理,你應該從候選人所在部門的其他人那兒問問他的情況,同時考慮一下這個人在同樣的環(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.

  摩爾還補充道,候選人也應該就他們的績效表現提供更多的信息。

【職場HR選人秘密】相關文章:

HR的選人秘密07-17

如何提升HR選人技巧01-22

HR有效選人用人的技巧02-10

HR選人的正確方法是什么01-12

2016如何提升HR選人技巧01-18

HR智慧:如何選人識人08-08

職場英語午睡的秘密03-01

最新HR的職場禮儀寶典07-04

HR的職場培訓頭腦風暴02-14