Name: 心理學揭祕！掌握這6大原則，讓你輕鬆拿到任何工作！ (Psychology says you can land any job once you understand these 6 principles)
Uploaded: 2026-01-29T13:49:19.000Z
Duration: 11 min 57 s

I'm an ex recruiter, and I've interviewed thousands of candidates.

我是前招募人員，面試過上千位求職者。

And the ones who stood out weren't the smartest.

而那些脫穎而出的，並不是最聰明的。

情態副詞

They simply understood human psychology better than the rest.

他們只是比別人更懂人類心理學。

Most people think hiring is a logical process, but it's not.

大多數人認為招聘是個邏輯流程，但事實並非如此。

Like it or not, it's emotional, it's instinctive, it's biased.

不管你喜不喜歡，招聘是情緒化、本能的、有偏見的。

And once you understand the psychology behind it, you can land almost any job you want, even ahead of people that look more qualified on paper.

一旦你瞭解背後的心理學，你幾乎能拿到任何你想要的職位，甚至比那些履歷上看起來更合格的人還要前面。

讓我來告訴你這到底怎麼運作。

So I spent over a decade recruiting across 50 different countries, and I can tell you this.

我花了十幾年在 50 個不同國家招聘，我可以告訴你。

I've seen brilliant people get rejected and average candidates get offers they had no business getting.

我看過很優秀的人被拒絕，也看過普通人拿到他們根本不該拿到的 offer。

It was how they made the interviewer feel.

And after screening thousands of profiles and sitting in hundreds of interviews, I realized hiring is about 80% psychology and only 20% on skills and experience.

在篩選了數千份檔案，並進行了數百場面試後，我發現招聘大約是 80% 的心理學，只有 20% 是技能和經驗。

And once I understood that, I could predict almost instantly who would get hired and who wouldn't.

一旦我理解了這一點，我幾乎可以立刻預測誰會被錄取，誰不會。

So let me walk you through the psychological principles the best candidates use.

所以，讓我帶你瞭解最優秀的候選人會使用的心理學原則。

So principle number one is something called cognitive ease.

And this one alone puts you ahead of most job seekers.

光是這一點，就能讓你領先大多數的求職者。

Cognitive ease basically means people choose what feels easy, and that applies massively to hiring recruiters.

認知流暢度基本上就是說，人們會選擇感覺起來比較輕鬆的，這在招聘人員的招聘上非常適用。

And hiring managers don't gravitate towards the most impressive candidate.

招聘經理們並非傾向於最令人印象深刻的候選人。

They often gravitate towards those who are easier to deal with.

他們通常會傾向於那些比較容易應對的人。

Now, that doesn't mean listing that as a skill on your resume, but

當然，這不是說要把這一點列在你的履歷上，但

Because if your resume is confusing, if your LinkedIn headline is vague, you're unlikely to even get an interview in the first place.

因為如果你的履歷令人困惑，如果你的LinkedIn標題很模糊，你根本不太可能獲得面試機會。

But more importantly, if your interview answers drag on without getting to the point, people mentally check out, and

但更重要的是，如果你的面試回答拖泥帶水，抓不到重點，大家心裡就會開始放空，

you lose the opportunity without even realizing it.

你就會在不知不覺中錯失機會。

這就是為什麼我總是說，不要。

Don't just focus on what you've done and what you want to achieve.

不要只專注在你做過什麼以及你想達成什麼。

That simple piece of just being easy to deal with is one of the most underrated job search tactics you'll ever come across.

這種簡單的「好相處」特質，是你可能會遇到的最被低估的求職策略之一。

And that alone can be the difference between landing the role or having to go back to the drawing board.

而這本身，就可能是在錄取職位或必須重新開始之間的天壤之別。

So, yeah, cognitive ease, in simple terms, be likable, be easy to deal with.

所以，沒錯，認知流暢度，簡單來說，就是討人喜歡、好相處。

And once you do that, once you make a strong, easy first impression, simple, something called the halo effect kicks in.

當你做到這一點，當你留下一個強烈、容易的第一印象，很簡單，一種叫做「光環效應」的東西就會啟動。

And this is where people start getting hired over candidates who are technically more qualified.

這就是為什麼人們會開始錄用比他們在技術上更合格的候選人。

Because the halo effect basically Means this.

If they like one thing about you, they start assuming they'll like everything else.

如果他們喜歡你的一件事，他們就會開始假設他們也會喜歡你的一切。

So for example, if you communicate clearly, they assume you work clearly.

所以舉例來說，如果你溝通得很清楚，他們就會假設你工作也很清楚。

If you seem confident, they assume you're competent.

如果你看起來很有自信，他們就會假設你很有能力。

And if your online presence is strong, you're perceived value goes through the roof.

而如果你的線上形象很強，你的感知價值就會飆升。

Hiring managers make these unconscious judgments within the first three minutes, sometimes even before you walk into the room.

招聘經理會在三分鐘內做出這些無意識的判斷，有時候甚至在你走進房間之前。

Now, I've had clients who have simply started showing up online, following my personal branding strategies, and

現在，我有些客戶只是開始出現在網路上，遵循我的個人品牌策略，然後

all of a sudden recruiters were reaching out and treating them completely differently to before.

突然間，招募人員就會主動聯繫，並且對待他們的方式跟以前完全不一樣。

Before they told me they got hit with the same old screening questions they could only imagine being asked to complete rookies in their field.

以前他們告訴我，他們會被問到一堆老套的篩選問題，他們只能想像這些問題是問他們領域裡的新手的。

But after they built just bit of presence online, that all stopped.

但在他們建立了一點線上形象後，這一切就停止了。

Because recruiters simply assumed they already knew everything and got right down to business with what was on offer.

因為招募人員就直接假設他們什麼都懂了，然後直接切入重點，談論現有的職缺。

It was a completely different experience.

They had exactly the same skills, the same experience, but the recruiters had a different impression.

他們擁有完全相同的技能、相同的經驗，但招募人員的印象卻不同了。

Because again, hiring is emotional before it's logical.

因為，招聘這件事，在講求邏輯之前，其實是充滿情緒的。

If you create a strong first impression and you carry that energy into the interview, the halo effect does half the work for you.

如果你創造了良好的第一印象，並且將這種能量帶入面試，光環效應就會幫你完成一半的工作。

The interviewer starts looking for reasons to believe you're the right fit.

面試官會開始尋找理由來相信你是合適的人選。

And that leads perfectly into the next principle.

這就完美銜接到下一個原則了。

Because once someone likes you, the next psychological trigger kicks in, which I'm simply going to label as likability.

因為一旦有人喜歡你，下一個心理學觸發點就會啟動，我簡單稱之為「好感度」。

Because despite all the efforts in the world to create fair and equal processes, there's always some level of unconscious bias that tends to creep in.

因為儘管我們盡了最大的努力來創造公平公正的流程，但總會有些程度的無意識偏見會悄悄地滲透進來。

Yes, we like to think hiring is objective.

是的，我們都喜歡認為招聘是客觀的。

And I'm sure there's plenty of HR leaders who will insist that their process is different, but

我相信有很多 HR 主管會堅持說他們的流程不一樣，但

你幾乎可以保證事實並非如此。

Humans hire humans, and at the end of the day, people hire people they like.

人類招聘人類，說到底，人們會招聘他們喜歡的人。

Not people with the best resume, not people with the fanciest way of saying things, people they would actually enjoy working with every day.

不是履歷最好的，不是說話最花俏的，而是他們每天都真正喜歡一起工作的人。

And in the job search world, it's typically easier to talk yourself out of an opportunity than it is into one.

在求職的世界裡，通常比起爭取一個機會，更容易讓自己放棄這個機會。

And hey, I can tell you now that regardless of whether I was acting as a recruiter on behalf of clients or a hiring manager for my own business, I wanted the people I interviewed to get the job just as much as they did.

嘿，我可以告訴你，無論我是代表客戶的招募人員，還是我自己的公司裡的招聘經理，我都希望我面試的人能得到這份工作，就像他們希望的那樣。

I was often busy, stressed, and had a hundred things I needed to do.

我常常很忙、壓力很大，還有很多事情需要處理。

So if I called you in for an interview, I already seen something I liked and was hoping that you would be the one.

所以如果我打電話給你來面試，我已經看到了一些我喜歡的東西，並且希望你會是那個對的人。

But sometimes what would happen Is that I would get on calls with candidates who spent the first five to ten minutes complaining about recruiters, the job market, their last manager, and

但有時候，我會接到求職者的電話，他們一開始五到十分鐘都在抱怨招募人員、就業市場、前主管，還有

are you going to be talking about me like this in two months time?

瞬間，他們就沒那麼好聘用了。

On the other hand, I'd have candidates who showed up with a bit of personality and that was all that was needed.

另一方面，有些求職者展現了一點個人特質，這就足夠了。

Suddenly I'd be thinking I could work with this person or my client is going to like this person.

我會突然覺得，我跟這個人可以一起工作，或者我的客戶會喜歡這個人。

Likability isn't about being overly friendly or pretending to be someone you're not.

討喜並不是要過度友善或假裝成另一個人。

It's about matching the interviewer's energy, respecting their time, and

而是要配合面試官的能量、尊重他們的時間，並且

showing that you're someone who can get on with things without loads of drama.

展現出你是一個能夠順利完成事情，不會製造太多麻煩的人。

So yeah, skills get you noticed, likability gets you hired.

所以囉，技能讓你被看見，討喜度讓你被錄取。

And that, my friends, is never likely to to change.

這點，各位朋友，永遠都不太可能改變。

Certainly not until the whole system is controlled by heartless AI hiring teams.

除非整個系統都由無情的 AI 招聘團隊掌控。

Now, the fourth principle is authority bias.

現在，第四個原則是權威偏見。

And this one is a game changer once you understand it.

而這個一旦你理解了，絕對是個 game changer。

Now, authority bias basically means this.

People trust, respect and choose the person who appears to be the expert, not always the actual expert, the perceived expert.

人們會信任、尊重並選擇那個看起來是專家的人，不一定是真正的專家，而是被認為是專家的人。

If a doctor walks into a room and tells you something, you listen to.

如果一位醫生走進房間跟你說話，你會聽。

If a police officer gives you an instruction, you follow it.

如果一位警察給你訓示，你會照做。

Not because you've analyzed their qualifications in that moment, but because we're wired to trust authority figures.

不是因為你當下分析了他們的資格，而是我們天生就會信任權威人士。

And the hiring process works the exact same way.

Two people can have almost identical experience, but

兩個人可能擁有幾乎相同的經驗，但是

the one who looks and sounds like the authority, they get fast tracked.

那些看起來或聽起來像權威的人，他們會被優先處理。

Now, in today's world, you don't have to wait until the interview stage to give off this impression.

現在，在現今這個時代，你不用等到面試階段才能展現這種印象。

You can do it way before that with your online presence.

你可以透過你的線上形象，在更早之前就做到。

Now, this is why I talk about my ABC method so much.

這就是為什麼我這麼常提到我的 ABC 方法。

So, entertaining content builds the audience, valuable content builds trust, and credible content builds authority.

所以，娛樂性內容能建立觀眾群，有價值的內容能建立信任，而可信的內容能建立權威。

And with the right mix of each, you'll end up getting treated differently.

透過正確的組合，你最終會受到不同的對待。

Now of course, once you've built that perception online, you need to carry it through to the interview stage as well.

當然，一旦你在網路上建立了這種形象，你也需要在面試階段延續下去。