在面試時(shí)樹(shù)立良好的第一印象，不光是注意著裝舉止這么簡(jiǎn)單。研究發(fā)現(xiàn)，你開(kāi)口說(shuō)話才幾秒鐘，面試官就能判斷出你的社會(huì)階層，并據(jù)此決定你是否能勝任這份工作以及該給你多少薪水。

Job candidates are judged on their social status just a few seconds after they start to speak, according to a new study.

一項(xiàng)新研究發(fā)現(xiàn)，求職者開(kāi)口說(shuō)話幾秒鐘后，面試官就已經(jīng)對(duì)他們的社會(huì)地位做出了判斷。

Hopeful interviewees expect to be evaluated on their experience, conduct and ideas. But new research shows class bias in recruitment is based on just a few seconds of speech - and those first words can shape the way they are assessed in their competence and fitness for a job.

求職者期待面試官根據(jù)自己的經(jīng)驗(yàn)、表現(xiàn)和想法來(lái)評(píng)估自己。然而新研究顯示，求職者開(kāi)口說(shuō)話才幾秒鐘，面試官就已經(jīng)對(duì)他們形成了階級(jí)偏見(jiàn)。那幾句開(kāi)場(chǎng)白甚至影響到了面試官對(duì)求職者能力及是否適合某個(gè)職位的評(píng)估。

The findings demonstrate that people can accurately assess a stranger's socio-economic position, defined by their income, education, and occupation status, based on brief speech patterns.

這項(xiàng)研究結(jié)果表明，人們可以基于簡(jiǎn)短的言語(yǔ)模式界定一個(gè)人的收入、教育和職業(yè)，從而準(zhǔn)確判斷一個(gè)陌生人的社會(huì)經(jīng)濟(jì)地位。

Hiring managers are influenced by these snap perceptions in ways that favor job applicants from higher social classes.

這些第一印象會(huì)讓人事經(jīng)理更偏向于來(lái)自更高社會(huì)階層的求職者。

Dr Michael Kraus, Assistant Professor at Yale School of Management in the US, said: 'Our study shows that even during the briefest interactions, a person's speech patterns shape the way people perceive them, including assessing their competence and fitness for a job.

美國(guó)耶魯大學(xué)管理學(xué)院的助理教授邁克爾·克勞斯博士說(shuō)：“我們的研究顯示，即使是在最簡(jiǎn)短的互動(dòng)中，一個(gè)人的言語(yǔ)模式也能決定別人對(duì)自己的看待方式，包括對(duì)他們的能力以及是否適合一份工作作出評(píng)估?！?/p>

'While most hiring managers would deny that a job candidate's social class matters, in reality, the socio-economic position of an applicant or their parents is being assessed within the first seconds they speak - a circumstance that limits economic mobility and perpetuates inequality.'

“盡管多數(shù)人事經(jīng)理都會(huì)否認(rèn)求職者的社會(huì)階層會(huì)影響面試結(jié)果，但事實(shí)上，在求職者開(kāi)口說(shuō)話的前幾秒鐘，面試官就已經(jīng)對(duì)求職者或其父母的社會(huì)經(jīng)濟(jì)地位作出了評(píng)估。這種情況會(huì)限制經(jīng)濟(jì)流動(dòng)性，讓不平等持續(xù)下去?！?/p>

perpetuate[p?r?p?t???wet]: v. 使持續(xù)，使長(zhǎng)存，使永久化（尤指不好的事物）

The researchers based their findings on five separate studies.

這項(xiàng)研究結(jié)果基于五項(xiàng)獨(dú)立研究。

The first four examined the extent that people accurately perceive social class based on a few seconds of speech.

前四項(xiàng)研究考察了人們基于幾秒鐘的言語(yǔ)來(lái)判斷社會(huì)階層的準(zhǔn)確程度。

Researchers found that reciting seven random words is sufficient to allow people to discern the speaker's social class with above-chance accuracy.

研究人員發(fā)現(xiàn)，背誦七個(gè)隨機(jī)單詞足以讓人們辨別出說(shuō)話者的社會(huì)階層，準(zhǔn)確率高于隨機(jī)猜測(cè)水平。

The researchers also showed that pronunciation cues in an individual's speech communicate their social status more accurately than the content of their speech.

研究人員還指出，根據(jù)一個(gè)人的發(fā)音來(lái)判斷社會(huì)地位比根據(jù)說(shuō)話內(nèi)容更準(zhǔn)確。

The fifth study examined how these speech cues influence hiring, based on 20 prospective job candidates from varied socioeconomic backgrounds who were recruited to interview for an entry-level lab manager position at Yale.

第五項(xiàng)研究基于20名求職者的面試來(lái)考察言語(yǔ)信號(hào)是如何影響招聘的。這些求職者擁有不同的社會(huì)經(jīng)濟(jì)背景，他們都是應(yīng)聘耶魯大學(xué)一個(gè)入門級(jí)實(shí)驗(yàn)室經(jīng)理的職位。

Prior to sitting for a formal job interview, the candidates each recorded a conversation in which they were asked to briefly describe themselves.

在正式面試前，研究人員請(qǐng)每個(gè)候選人簡(jiǎn)要地描述自己并把這段話錄下來(lái)。

A sample of 274 individuals with hiring experience either listened to the audio or read transcripts of the recordings.

然后，研究人員請(qǐng)274名有招聘經(jīng)驗(yàn)的人聽(tīng)上述錄音或閱讀文字記錄。

transcript[?tr?nskr?pt]: n. （根據(jù)錄音或筆記整理的）文字記錄

The hiring managers were asked to assess the candidates' professional qualities, starting salary, signing bonus, and perceived social class based solely on the brief pre-interview discussion without reviewing the applicants' job interview responses or resumes.

研究人員讓人事經(jīng)理們?cè)u(píng)估候選人的專業(yè)素質(zhì)、起薪、簽約獎(jiǎng)金，并在不看面試表現(xiàn)或簡(jiǎn)歷的情況下單憑這段簡(jiǎn)短的面試前談話來(lái)判斷候選人的社會(huì)地位。

Findings suggest the hiring managers who listened to the audio recordings were more likely to accurately assess socioeconomic status than those who read transcripts.

研究結(jié)果顯示，聽(tīng)錄音的人事經(jīng)理比閱讀文字記錄的人事經(jīng)理更可能準(zhǔn)確評(píng)估出候選人的社會(huì)經(jīng)濟(jì)地位。

Devoid of any information about the candidates' actual qualifications, the hiring managers judged the candidates from higher social classes as more likely to be competent for the job, and a better fit for it than the applicants from lower social classes.

在缺少候選人資質(zhì)證明相關(guān)信息的情況下，人事經(jīng)理認(rèn)為社會(huì)地位高的候選人比社會(huì)地位低的候選人更可能勝任、更適合這份工作。

They also assigned the applicants from higher social classes more lucrative salaries and signing bonuses than the candidates with lower social status.

他們還給社會(huì)階層高的候選人分配了更豐厚的薪水和簽約獎(jiǎng)金。

Dr Kraus added: 'If we want to move to a more equitable society, then we must contend with these ingrained psychological processes that drive our early impressions of others.

克勞斯博士補(bǔ)充道：“如果我們想生活在一個(gè)更平等的社會(huì)中，我們必須和這些造成第一印象的內(nèi)在心理機(jī)制作斗爭(zhēng)?！?/p>

'Despite what these hiring tendencies may suggest, talent is not found solely among those born to rich or well-educated families.

“盡管在招聘中會(huì)有階層偏好，但人才并不只存在于富有家庭或書(shū)香門第中?！?/p>

The findings were published in the journal Proceedings of the National Academy of Sciences.

這些研究結(jié)果發(fā)表在《美國(guó)科學(xué)院院報(bào)》上。

英文來(lái)源：每日郵報(bào)

翻譯&編輯：丹妮