Many decisions are related to people, either in your personal or work life.? It is exactly for HR!
However, it is not easy to fully understand a person without prejudice and identify the right fit blue chip especially from first impression? Then how can we make this happen?
The simple way is to use external tags: academic scores, assets, social status, titles. Including influencing power of social media: how many friends in Wechat? How many fans in Weibo?
All these metrics and credentials only reflect one side of the candidate, which will not tell you the overall picture. It is easier to pass the knowledge and skills but rather difficult to change someone’s character and attitude. Furthermore, you need face to face contact, listen and observe carefully.
The following 10 critical questions will help you understand their insides better.
01 What is the ratio of duration between talking and listening?
If the ratio is higher than 60%, you have to think twice because this could mean:
He is too arrogant and reluctant to learn from others;
He doesn’t make clear points because of stage fright.
02 Is he the person who gives of energy or takes?
Unluckily, the world is full of negative persons. Alternatively, there is another group of persons, who are always positive and optimistic.
They are the person you want to go along with.
03 Act or refuse for a task?
Someone is going to defensive mode; another group will start act and start solving the problem.
Most of time, you should work with the 2nd group.
04 Authentic or Flattery?
These flatteries will not make you feel really good.? Those authentic persons will be your soul mate.
05 How about the spouse?
Why not go out with candidate’s spouse or partner or close friends. You will find out the answer in the end.
06 How does (s)he treats strangers?
Take a close look at (s)he for his behavior or attitude to strangers or taxi drivers test.
Does (s)he shows kindness and generosity? Or Is he able to talk to drivers with the same eye level?? or he ignores them with curse.
07 Any track record of making a comeback? after failure?
The past experience is so important to anyone. We found 2/3 persons in research group who had major difficulties in earlier, will form the Guts dominant personality. It is crucial especially for startup.
08 Reading books?
Read is a good habit for you to know the history, open your mind and stimulate new ideas.
It will also help you to follow the trend.
Reading is the best partner of curiosity.
09 Can you bear to take the long-distance bus with him?
Test your real feeling.
10 Is (s)he a person who have a clear estimation of oneself?
It is a must for any great leader. Know your strength and weakness, take measures and right actions.
To fully know a person, please ask yourself these questions or some of them. You will be able to tell.?
原文: 摸透一個(gè)人很簡單渴邦，只需10個(gè)問題
無論在生活中還是職場中扒秸，我們作出的許多重要決定都與人有關(guān)尸折。然而埂陆，公正地看清一個(gè)人并非易事悍汛。那么，如何可以通過第一印象迅速地對一個(gè)人作出判斷呛梆，然后正確無誤地辨認(rèn)出（而不是錯(cuò)過）潛力股呢搪泳？
簡單的做法是利用外在標(biāo)記，例如在校成績姿现，資產(chǎn)凈值肠仪，社會地位，職位頭銜等备典。社交媒體給予了我們一些全新的外在評分標(biāo)準(zhǔn)：這個(gè)人有多少微信好友异旧？這個(gè)人在微博上有多少粉絲？
這些外在指標(biāo)與資質(zhì)只能體現(xiàn)人的某一方面提佣。它們雖然重要吮蛹，但是并不反映一個(gè)人的全貌。某些微妙的內(nèi)在因素可以更好地體現(xiàn)一個(gè)人的本質(zhì)拌屏，然而一次又一次地被你疏忽遺漏潮针。工作技能可以傳授，但是改變一個(gè)人的性格與態(tài)度就沒那么簡單了倚喂。
相比之下然低，評判外在與技能型的因素比較直觀與客觀。衡量軟性的特質(zhì)就困難很多务唐，譬如意愿或者態(tài)度。此外带兜，面對面的接觸枫笛，細(xì)心的聆聽與仔細(xì)的觀察是必不可少的。
在過去的幾年中刚照，我一直在收集和思考一些問題刑巧，這些問題會幫助提高判別他人的能力，尤其是在性格无畔、態(tài)度方面啊楚。以下10個(gè)關(guān)鍵問題，可以幫助你更好地理解那些隱藏在人們外表下的特質(zhì)和誘因浑彰。
摸透一個(gè)人很簡單恭理，只需10個(gè)問題
1. 這個(gè)人用來表述與傾聽的時(shí)間比例是多少？如果一個(gè)人表述與傾聽的比例高于60％郭变，你要慎重考慮颜价，這個(gè)人是過于自大涯保，不愿意向他人學(xué)習(xí)，還是說只是怯場周伦，從而說話雜亂無章夕春、漫無邊際？
2. 這個(gè)人是能量的給予者還是獲取者专挪？不幸的是及志，有一種人時(shí)刻攜帶并且散發(fā)著消極的能量，你身邊肯定不乏這種人寨腔。還有一種人速侈，身上總是散發(fā)著正能量和樂觀的情緒。中國有句古話說脆侮，授人玫瑰锌畸，手有余香。能量的給予者富于同情心靖避、慷慨潭枣，他們是你會立刻想要共度時(shí)光（陪伴左右）的人。
3. 面對一項(xiàng)任務(wù)幻捏，這個(gè)人比較傾向于“行動(dòng)”還是“反抗”盆犁？有一些人在接受任務(wù)時(shí)立即進(jìn)入防守性、批評性狀態(tài)篡九。另外一些人立刻開始行動(dòng)谐岁，進(jìn)入解決問題的模式。多數(shù)情況榛臼，你應(yīng)該傾向于與第二類人共事伊佃。
4. 這個(gè)人給你的感覺是真實(shí)可信，還是阿諛奉承沛善？那些虛假的贊美航揉，和使勁想要給你留下好印象的人一樣，無法讓人感覺良好金刁。真正優(yōu)秀的人不需要巴結(jié)他人上位帅涂。那些敢于做自己的人，才是工作環(huán)境中令人愉悅的伙伴尤蛮。
5. 這個(gè)人的配偶是什么樣的媳友？面試重要職位的時(shí)候，我的一個(gè)商業(yè)伙伴給了我一個(gè)絕妙的點(diǎn)子：與面試人的配偶产捞，伙伴醇锚，或者親密好友一同外出活動(dòng)。俗話說得好坯临，物以類聚搂抒，人以群分艇搀。
6. 這個(gè)人如何對待陌生人？仔細(xì)觀察一個(gè)人是如何對待與自己素未謀面的人求晶，我稱之為“出租車司機(jī)或服務(wù)生測試”焰雕。這個(gè)人是否表現(xiàn)出了應(yīng)有的大方與厚道，是否能夠與司機(jī)或服務(wù)生進(jìn)行平等的交談芳杏？還是說他漠視這些人矩屁，甚至惡語相向？
7. 這個(gè)人過去是否有遭遇挫敗后重新振作的印跡爵赵？過往的經(jīng)歷對于一個(gè)人很重要吝秕。我們研究發(fā)現(xiàn)，那些在性格成型時(shí)期經(jīng)歷過財(cái)務(wù)或者其他方面困難的研究對象空幻，有三分之二在后期形成勇氣主導(dǎo)型（Guts-dominant）人格烁峭。他們所展現(xiàn)的開拓與堅(jiān)持精神，在創(chuàng)業(yè)時(shí)期至關(guān)重要秕铛。比起過早的成功约郁，早期的失敗與困難對于后天的人格養(yǎng)成，起著同等甚至更為重要的作用但两。
8. 這個(gè)人讀過哪些書鬓梅？閱讀發(fā)人深省，幫助一個(gè)人了解歷史谨湘，開闊思路绽快，激發(fā)新思考。它還能幫助你緊跟時(shí)事動(dòng)態(tài)紧阔。雖然有點(diǎn)以偏概全坊罢，但是我認(rèn)識的有趣的人大多熱愛閱讀。閱讀是求知欲的最佳體現(xiàn)擅耽。
9. 你能否可以忍耐與這個(gè)人同坐長途車艘绍？這也是“飛機(jī)場試驗(yàn)”的一個(gè)變體。幾年前在做第一份工作時(shí)秫筏，我聽說了這個(gè)假設(shè)性試驗(yàn)：試問自己，當(dāng)你和一個(gè)人同困飛機(jī)場時(shí)挎挖，你的真實(shí)感受會是如何这敬。相似的問題還包括，你是否可以和這個(gè)人一道完成公路旅行蕉朵？
10. 你覺得這個(gè)人是否有自知之明崔涂？我相信，英明的領(lǐng)導(dǎo)人必須具備一個(gè)先決條件始衅，那就是對自己清晰的認(rèn)識冷蚂。這個(gè)人是否可以正視自身的優(yōu)勢與不足缭保？他能不能根據(jù)對于自身的了解而采取措施？判別這個(gè)問題比之前的都要有難度蝙茶，但是你可以根據(jù)它判斷一個(gè)人是否謙卑艺骂，他的所想，所說隆夯，所為是否一致钳恕。
要想認(rèn)清一個(gè)人，嘗試自問這10個(gè)問題蹄衷，或者這些問題其中的幾個(gè)忧额，你就能做到窺一斑而知全豹。
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