We retaken topic of softer skills or characteristics. However, since at least think a while about what personality traits should or should not be candidates to fill a position in the area of \u200b\u200bsystems (take for example a developer), I take a step further.
Let the interviews .
Here we must remember that we touched on the questions like "What is your greatest strength?" we usually hear interviewers.
With all that in the balance and so as my spirit is never destructive criticism of either side of the counter on this to select individuals to fill positions in a company, but if put on the table some issues that I believe impair this process, I share this idea with you.
How far can confirm an interview respondent's personal characteristics?
To illustrate my concern I give you some examples
(Case 1) If a selector X works for a company seeking employees. Employees provide services in the company, the selector is employed by the company. Meet the vision and mission the company and the characteristics of the equipment which will incorporate a person. Know that (for example) a team needs people hermit who is not too communicative, but did not last long due to the characteristics of employment and people who are already part of that team. Adding people to the company / team to this switch should be easily identifiable and measurable. If the selector has specific skills, tools and techniques to detect personal characteristics or soft skills, decide whether your subject passes or fails, the assessment being done. You may want to investigate some special points.
In hand (Case 2), if a selector is an external consultant selection for the company X, you might know as clear (or not) as the internal employee, the characteristics that are sought in the company, the team and the position to cover. Should have done a fine job and detail of the survey. If you have a candidate against itself can also be evaluated in the context of what the company X needs.
extremÃsimo In (Case 3), if I am a personal selector is faced with whether a respondent who has applied spontaneously to fill positions in a profile (for example) JAVA developer. And in my wallet I have N positions to cover for that profile, different clients. Each client with their culture, vision and mission businesswoman each client with quantity projects where each project is a world and every project seeks personality profile different (creanme passing). Ahi my work evaluating if the candidate CUMPLE or not certain characteristics. If not, try to detect personality traits to go match with the team that best lead their personality and where better he feels performing tasks.
I've seen reviews of selectors who talk 15 minutes with a candidate in those 15 minutes go over your history of education and employment (CV), we do 3 questions and put in the summary sheet of the interview "No call, hyperactive."
If that switch is in case 1 or 2, hyperactive personality may be counterproductive to what you're looking and does not want to move. In case 3, is a mistake to evaluate how NO Callable ('m making too many words already) a candidate with certain personal property as is perhaps just what a client / project / equipment required.
be surprised how many opportunities lost by selector incorrectly described as ( tabular results of the interview with generalizing conclusions ) and even more if the tabulation is consumed by other selectors the same team in search of candidates for other orders.
By this I argue that, even when an interviewer with years of experience (and I did my math teacher in high school, knew the note of a student by how he rose from the bank to give a lesson) can do certain deductions personality interviewee very successful, competencies soft very (sorry obviousness) subjective. We are interviewing people who work in an area (SYSTEMS) where until recently and even today in many roles, speaking is not the greatest performance. Be inferred from those of the candidate certain things, is wrong?.
In a market where it is not easy to find candidates for these are consistent personal (not to speak technically) a requirement ... have clear role to play in the chain of contacts between the jobseeker and the company looking for an employee.
- Would you ever passed, standing in front of an interviewer and consider questions about the personality and the answers they gave were not being truly evaluate the personality of you?
- Do they went to interview someone and was not able to detect whether or not the person for a team personality traits demonstrating in the interview?
- How far can confirm an interview respondent's personal characteristics?
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