社交網站資料預測職場表現
美國東北伊利諾伊大學、伊凡斯維爾大學和奧本大學的最新研究發現，未來雇主可借助facebook資料預測求職者的職場表現。在試驗中，三位評估者(一位大學教授、兩個學生)對56個大學生的`facebook資料及其工作進行了調查。評估者將對包括照片、帖子、評論、教育和愛好在內的用戶資料進行10分鐘的精讀，然后回答一系列與個性有關的問題，比如“此人可靠嗎?”、“情緒穩定嗎?”。6個月后，研究人員將上述試驗結果與主管對學生的員工評價進行了對比，他們發現學生的工作表現與facebook資料的評估十分吻合，比如責任感、求知欲等。評估者給予那些旅行經驗豐富、擁有更多朋友和興趣愛好的學生更高評價。聚會照片并不一定不利于學生，相反，評估者將認為此學生更加外向、更加友好。
if you're in the market for a new job, you should already be aware that future employers are perusing your facebook profile. some employers are even demanding applicants supply their facebook passwords. but does that kind of information really help human resources determine whether or not you're job worthy? according to a new study from northeastern illinois university, the university of evansville and auburn university, the answer is a resounding yes。
the study involved a group of three raters — one university professor and two students — who were tasked at looking through the facebook profiles of 56 students with jobs. using just the information in their profiles, including pictures and comments, the raters gave each of the 56 students scores in areas such as friendliness and intellectual curiosity。
based on the profiles, it was found that there was a strong correlation between an employee's job success and certain traits such as conscientiousness and agreeability. specifically, those with the most friends were seen most favorably, as were those who traveled and had a wide array of interests。
surprisingly, those who posted pictures of themselves partying were actually seen in an overall favorable light — it showed they were more extroverted. still, if your facebook profile is filled with pictures of you doing keg stands, you might want spend a few minutes adjusting your profile's privacy settings before submitting that next job application. especially since photos deleted off facebook were found to be viewable for up to 3 years afterward。
【社交網站資料預測職場表現】相關文章：
職場社交技巧02-06
職場的社交禮儀01-24
職場的社交技巧02-05
職場社交英語解析08-31
職場社交英語閱讀08-05
職場的社交英語03-27
職場社交招聘，跳槽神器02-07
15個職場社交禮儀02-06
女性職場社交的方法06-29