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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.
盡管我們可能永遠(yuǎn)不會知道為什么我們會被選中去參加面試，但最近的一項研究卻闡明了招聘者的決策行為。根據(jù)TheLadders(求職網(wǎng)站)的研究，招聘者平均會花6秒的時間對候選人作出初步的“合不合適”的判斷。
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."
這項研究使用了一種稱為“眼球追蹤”的科技，觀察了在10周時間內(nèi)30名專業(yè)招聘人員的眼球運動，以此來“紀(jì)錄并分析當(dāng)一個人查看一份信息或者完成一項工作時他會關(guān)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簡歷上的那段短暫的時間里，他們會看你的名字、當(dāng)前頭銜和公司、當(dāng)前職位的起訖時間、前頭銜和公司、前職位的起訖時間，以及教育經(jīng)歷。
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."
在如此有限的時間里，你必須盡量讓簡歷具有清晰的視覺層次，而不是復(fù)雜的視覺效果，以此來使招聘者能更快地找到相關(guān)信息。因為“復(fù)雜的視覺元素降低了招聘者的分析能力，并阻礙了決策”，也妨礙了他們“找到最相關(guān)的信息，比如技能和工作經(jīng)驗”。
