小編為大家整理了脾氣好比經(jīng)驗(yàn)豐富重要。希望對(duì)你有幫助哦!

　　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(chēng)，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(guò)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(chēng)，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。“對(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(mén)的其他人那兒?jiǎn)枂?wèn)他的情況，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。