研究结果表明，面试评价只分析出一个因素即总体印象；招聘者对印象管理策略的知觉具有匹配性。
Adopting the scene method based on previous qualitative studies, the research aimed to discussing the role of impression management during interview assessment.
搜索的第二步是界定、面试和评价一众候选人。
Next step in your search is to identify, interview and evaluate a multitude of candidates.
科学家们将这些录像带给第二组人观看，让他们给面试者的诚信做评价并告知他们想录取那些人。
The scientists then showed these videos to a second set of subjects and asked them to rate the honesty of the interviewees and say which ones they’d hire.
面试结束阶段，应制定员工评价基础系统。
After the interview stage, it is necessary to develop a metric based system of evaluating employees.
将这些录像呈现给被试，要求评价这些面试者的诚实度，并告知他们在多大程度上愿意雇用这些人。
These videos were then shown to participants who rated the honesty of the interviewees, along with how likely they would be to hire them.
当在一个模拟面试中出现了问题,面试者寻找借口，表示悔恨并承诺问题不会在发生。 这样的面试者将会在面试中获得比那些避免采取防守的面试者获得更高的评价。
When problems emerged in a simulated job interview, applicants who made excuses, expressed remorse and promised it wouldn't happen again, were rated higher than those who avoided being defensive.
我发现，面试官评价一个人不仅仅是这个人知识水平，而且还有他的能力。
I find the interviewer not only evaluates a person by his education but also by his ability.
如果你把面试看成是一个双向的过程，而不是单方面的评价，你的表现会更好。
If you approach the interview process as a two-way street, not a one-way judgment process, you'll get a better outcome.
哈佛商业学校一项研究表明：在面试之前，保持充满力量的姿势保持两分钟，这将会让考官们对候选人的评价更高，使得到这份工作的机会提高20%。
Research at Harvard Business School found that holding power poses for two minutes before interview led candidates to be evaluated more favourably and increased their chances of a job offer by 20%.
哈佛商业学校一项研究表明：在面试之前，保持充满力量的姿势保持两分钟，这将会让考官们对候选人的评价更高，使得到这份工作的机会提高20%。
Research at HarvardBusiness School found that holding power poses for two minutes before interviewed candidates to be evaluated more favourably and increased their chances of a job offer by 20%.
在测评的基础上，撰写评估报告，对候选人进行综合评价，并将评估报告在客户面试前提交客户。
In the evaluation, based on written assessment report, a comprehensive evaluation of candidates, and assessment of the client before the client interview.
面试官通常不会对那些面试迟到5到10分钟，却解释为是因为找不到地方或途中堵车的人评价很高。
Interviewers usually don't think much of a candidate who comes 5 or 10 minutes late only to explain that he could not find the place or he was stuck in traffic.
当你觉得已经找到人选时，就算你们彼此十分了解，也请做一次详细的正式面试，可以用一套客观评分系统来评价这位候选人。
When you feel like you've found the right person, even if you know each other well, do a detailed, formal interview, where you use an objective scoring system to evaluate candidates.
在多次实践的基础上，讨论了面试的评分规则，修改了规则中的不完善之处，并就评分满意度给出了简单评价。
Based on the teaching practice, the author made some amendments to the rules of oral quiz grading discussed herein, and gave a brief evaluation of the graded satisfaction degree.
你如何评价像我这样的面试官？
面试官也会对个人表现进行评价。
科学家们将这些录像带给第二组人观看，让他们给面试者的诚信做评价并告知他们想录取那些人。
The scientists then showed these videos to a second set of subjects and asked them to rate the honesty of the interviewees and say which ones they'd hire.
他在面试时，老板问他：评价一下贝克汗木和乔丹，看看哪个更厉害。
In his interview, the boss asked him: assessment of wood and Jordan Baker Khan to see which is more powerful.
对汉英高速公路（谌家矶段）透水型沥青混凝土路面试验段的噪声性能进行了现场测试评价。
The tests and assessment on the noise-damping performance of draining asphalt concrete pavement in the Expressway from Wuhan to Yingshan(Chenjiaji Section) are conducted.
人才测评是现代人力资源管理的基础内容，其主要技术有：心理测验、面试和评价中心技术等。
The main methods of personal testing and assessment are psychological testing, interview assessment and center assessment technology.
你怎样评价我这个面试官？
面临的挑战是这个主题好像都没有联系，你不知道面试官正在用什么方法评价你。
The challenge is that the subjects don't seem connected, and you have no idea how the interviewer is judging you.
已有的人才评价方法，如标准化测试、结构化面试、情景模拟、业绩考核等方法都不能全面、完整地解决人才评价问题。
Present methods of talent appraisal, such as standard test, structured interview, scene simulation, performance assessment and etc, can not solve the talent appraisal problem roundly and perfectly.
这些课程包括和外国老师的真人模拟面试，而老师会对您的表现做出评价。
These sessions include real mock interviews with the foreign teacher and you'll be judged on your performance.
在面试过程中问一问未来的经历她如何做出决定、她如何对才华、卓越表现是如何评价。
Ask your prospective manager during the interview process how she makes decisions and how she evaluates talent or superior performance.
不管我们怎么做，被面试者都会评估，判断，并迅速对我们作出一个评价。
The interviewee will evaluate, judge and generally size us up, no matter what we do.
不管我们怎么做，被面试者都会评估，判断，并迅速对我们作出一个评价。
The interviewee will evaluate, judge and generally size us up, no matter what we do.
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