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  Although we may never know why we didn't get chosen for a job interview, a recent study is shedding some light on recruiters' decision-making behavior. According to TheLadders research, recruiters spend an average of "six seconds before they make the initial 'fit or no fit' decision" on candidates. 尽管我 们可能永远不会知道为什么我们会被选中去参加面试,但最近 的一项研究却阐明了招聘者的决策行为。根据TheLadders(求职网站)的研究,招聘者平均会花6秒的时 间对候选人作出初步的“合不合适”的判断。

  The study used a scientific technique called “eye tracking” on 30 professional recruiters and examined their eye movements during a 10-week period to "record and analyze where and how long someone focuses when digesting a piece of information or completing a task."这项研 究使用了一种称为“眼球追踪”的科技,观察了在10周时间内30名专业 招聘人员的眼球运动,以此来“纪录并 分析当一个人查看一份信息或者完成一项工作时他会关注于哪些地方”。

  In the short time that they spend with your resume, the study showed recruiters will look at your name, current title and company, current position start and end dates, previous title and company, previous position start and end dates, and education。研究表明,在招聘 者把眼神停留在你简历上的那段短暂的时间里,他们会看你的名字、当前头衔和公司、当前职位的起讫时间、前头衔和公司、前职位的起讫时间,以及教育经历。

  The two resumes below include a heat map of recruiters' eye movements. The one on the right was looked at more thoroughly than the one of the left because of its clear and concise format:以下两份简历显示了招聘者 眼球运动的热图。右边那 张比左边那张获得了更多的关注时间,那是因 为它使用了简洁而清晰的格式:

招聘者 眼球运动的热图

  With such critical time constraints, you should make it easier for recruiters to find pertinent information by creating a resume with a clear visual hierarchy and don't include distracting visuals since "such visual elements reduced recruiters’ analytical capability and hampered decision-making" and kept them from "locating the most relevant information, like skills and experience."在如此有限的时间里,你必须 尽量让简历具有清晰的视觉层次,而不是 复杂的视觉效果,以此来 使招聘者能更快地找到相关信息。因为“复杂的 视觉元素降低了招聘者的分析能力,并阻碍了决策”,也妨碍了他们“找到最相关的信息,比如技能和工作经验”。




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