HR選才秘密：脾氣相投好過經(jīng)驗豐富

　　你是否曾經(jīng)投過某一個職位，結(jié)果卻很不解地發(fā)現(xiàn)這個職位被各方面都不如你的人得到了?

　　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)投過某一個職位，結(jié)果卻很不解地發(fā)現(xiàn)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(jīng)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(jīng)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(yīng)偏差”的一個例證�！皩�應(yīng)偏差”是一個社會心理學術(shù)語，描述了人們傾向于根據(jù)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(jīng)理，你應(yīng)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�！蹦�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(yīng)該就他們的績效表現(xiàn)提供更多的信息。