We are all college graduates and apply for jobs in the job market. Why do some people succeed immediately, while others fail after repeated attempts? There is a "first impression" problem here.
According to psychological experts, primacy effect, recency effect, catfish effect, halo effect, etc. are all laws of psychological phenomena. As long as job seekers use them skillfully, they will definitely shine in the first time, stand out from many applicants, and gain employment opportunities. Job seekers may wish to give it a try.
Primary Effect: Dressing flamboyantly makes people surprised
Case: Xiao Yang is a graduate of a prestigious engineering w88 casino with the right major and excellent grades. He stood out from the thick application materials and was included in the pre-selection list. But during the interview, she wore too trendy clothes: a bright short top, worn-out low-waisted pants, and exaggeratedly wearing large tropical-style earrings. As soon as she entered the door, the examiners, who were composed of senior engineers, were stunned. The examiners ended the interview without asking a few questions, and of course she was eliminated.
Comments: "Primacy effect", also called "first impression" effect. Psychological research has found that when meeting someone for the first time, a first impression can be made within 45 seconds. The first impression can form and occupy a dominant position in the other person's mind. The role of primacy effect in interviews cannot be underestimated. Although the examiners' "impression" standards are different, generally speaking, some standards are consistent, which is: people who are down-to-earth, cheerful, energetic, confident, frank, alert, and capable will leave a good first impression. Science and engineering majors require "steadiness and endurance of loneliness", but Xiao Yang's dress left the first impression of "flashy and flamboyant" on the recruitment examiner. It was natural for her to be eliminated.
Recency effect: plain looking but confident
Case: Graduate Xiao Lin was an ordinary-looking little boy. He went to a unit for an interview. After entering the examination room, the examiner simply asked him lightly which w88 casino he graduated from and where he was from. After a few questions, he said the interview was over. Just as he was about to leave the examination room, the examiner stopped him again and said, "You have answered the questions we asked. The judges didn't think it was very good. What do you think of this?" Xiao Lin immediately replied: "You didn't ask questions that can reflect my level, so you don't really know me!" The examiner nodded and said, "Okay, the interview is over. You go out and wait for the notification." As a result, the admission notice arrived as scheduled.
Comments: The most recent and last impression is often the strongest and can dilute various factors that occurred before it. This is the "recency effect". In fact, when the examiner said the interview was over for the first time, it was just a setting. It was the last test for graduates. He wanted to use this to test the psychological quality and on-the-spot adaptability of the candidates. If this question is answered brilliantly, it can make up for the shortcomings of the "primary cause effect"; if it is answered poorly, the candidate's previous efforts may be wasted because of this last key question.
Catfish effect: Organizational recruitment shows vitality
Case: Xiao Chen is the class monitor. He hopes that all his classmates will have good jobs as soon as possible, so every time he participates in the application activities, he will become an enthusiastic organizer. He will help his classmates make suggestions at the application site, and let male classmates clear the way for female classmates in front of the crowded recruitment desks of popular units, and submit resumes together. Before his resume was submitted, several units took the initiative to inquire about his situation. One unit found that he matched their unit's employer needs and immediately asked him if he had any intention of applying for their unit.
Comment: Xiao Chen unintentionally demonstrated the "catfish effect". The catfish effect comes from an allusion. Norwegians love to eat sardines, but the only sardines on the market were caught alive by an old fisherman. The secret is that he mixed a small amount of catfish into the sardines he caught, so that the sardines he caught were always excited and jumping around, so they could be sold at a high price. The "catfish effect" in talent science generally refers to people who are unique and who can bring vitality to groups and enterprises. Such people are the most popular. When recruiting, especially when there are many graduates in the talent market, recruiters will pay great attention to the performance of each person. Among the candidates, who is the most energetic, who is the most creative, and who is the most favored. During group interviews, you must also pay attention to the "catfish effect." If it is your turn to express your opinion, you should strive to have a clear purpose, clear viewpoints, and strong arguments to stand out.
Halo effect: Reading pictorials in a “strange way”
Case: Xiao Liu is a junior college student. He went to a foreign w88 unit to apply for a job with a group of undergraduates and graduate students. He knew that if he simply submitted his resume like that, there would be no hope. He came up with an idea. When the recruiters were having lunch at noon, he took a full English version of the pictorial and read it there with interest. When the recruiters were attracted by the colorful pictures, he told them interesting stories in the pictures in fluent English. Of course, the final result was that the recruiters accepted his resume with only a "junior college" degree, and he was successfully recruited into the company.
Comments: Halo originally refers to the blurry phenomenon that occurs when the moon is enveloped by a halo. The "halo effect" is a common psychological phenomenon, that is, when evaluating a person, a strong and clear perception of one of his qualities often masks other qualities, even weaknesses. If graduates can skillfully use this halo effect and fully demonstrate their own advantages when applying for jobs, they will definitely leave a deep impression on the recruitment examiners, win their appreciation, and achieve successful application, just like Xiao Liu, a junior college student. Of course, when using this effect, you must be careful not to deliberately create a "halo" effect. That kind of illusory behavior will only be counterproductive.
