得克萨斯奥斯汀交际分析服务商Quantified Impressions的总裁诺厄·赞丹(Noah Zandan)指出,听众往往喜欢讲述的事例吸引人或有说服力、看上去值得信赖和真诚的讲话者,以及似乎与他们有共同点的讲话者。这些品质在视频中难以表现出来。
Many people make a negative impression on video by becoming stiff and emotionless, or by exaggerating their points. 'Overacting is rampant. It's easy to go Ryan Seacrest when the red light goes on, ' says Tim Sanders, author of 'The Likeability Factor' and a lecturer on the topic.
许多人在视频中会变得僵硬呆板、面无表情或者夸大他们的观点,从而给人留下不好的印象。《好感度指数》(The Likeability Factor)一书的作者、该主题培训讲师蒂姆·桑德斯(Tim Sanders)说:“过度反应非常普遍。摄像机的红灯一亮,人们很容易就变得像瑞安·西克雷斯特(Ryan Seacrest)一样了。”
Job applicants interviewed on video receive lower likability ratings and interview scores, and are less likely to be recommended for hiring, than candidates interviewed in person, according to a study published last year in Management Decision.
去年发表于《管理决策》(Management Decision)的一项研究指出,与当面接受面试的求职者相比,进行视频面试的求职者获得的好感度评分与面试分数更低,而且被推荐雇用的几率也更低。
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