Have you ever applied for a job and wondered why it was offered to someone who appears to be less qualified than you? 你是否曾经投过某一个职位，结果却很不解地发现这个职位被各方面都不如你的人得到了?

　　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。美国研究者称，人事部经理往往会做出错误的选择，因为他们倾向于就一个人的脾气性格做出判断，而忽略了他过往的工作经验。

　　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。加利福尼亚大学伯克利分校哈斯商学院称，评估我们是否适合某个职位的那些人，通常在考虑情境因素和环境时存在困难。

　　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-摩尔副教授把这种行为描述为“对应偏差”的一个例证。“对应偏差”是一个社会心理学术语，描述了人们倾向于根据一个人的行为推断他的性格的行为。

　　‘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。“如果你是位人事部经理，你应该从候选人所在部门的其他人那儿问问他的情况，同时考虑一下这个人在同样的环境下是否能比别人做得更好。”摩尔如此建议道。

　　Moore added that applicants should offer more information about their performance。摩尔还补充道，候选人也应该就他们的绩效表现提供更多的信息。

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