通过这一系列的研究旨在揭示内隐认知对人员选拔决策过程的影响机制。
We did these series research in order to explore how implicit cognition progress made an affect on recruitments.
可以帮助企业选拔人才、培训，也可以进行决策的咨询和衡量等。
Can help companies select personnel, training, and consultation and decision making can be measured and so on.
该模型可根据岗位任职资格要求和干部自身信息对领导干部进行筛选、计分、排序，从而为组织部门公开、公正、公平地选拔任用干部提供决策支持。
Cadres will be selected, scored and ordered based on appointed qualifications and cadre information in the model, and then the system can provide dec.
本项研究紧密结合企业人员选拔工作的各个环节递进展开，按照简历筛选、面试评分、最终决策三个逻辑层面设计实验：旨在探索招聘决策的内隐偏见；
We proceed our research closely connecting with recruiting in enterprises, and three experiments were designed according to three faces: sieving resumes out, scoring in interviews and final decision.
本项研究紧密结合企业人员选拔工作的各个环节递进展开，按照简历筛选、面试评分、最终决策三个逻辑层面设计实验：旨在探索招聘决策的内隐偏见；
We proceed our research closely connecting with recruiting in enterprises, and three experiments were designed according to three faces: sieving resumes out, scoring in interviews and final decision.
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