Sociability and congruence are more important than experience: what do we expect from applicants
Demonstration of skills
The most important aspect of any interview with an applicant is to determine the level of his competence. The basic document here is, of course, a resume, the main tool is an interview."Describe a situation when you couldn't meet a specific deadline and what did you do about it?" or "Tell me about a case when you did everything possible to solve a client's problem" — such questions give the candidate an opportunity to demonstrate their skills, and we need to get to know them better.
During the interview, we simulate a problematic situation and ask you to find a way out of it. This allows you to assess how much the applicant is ready to work in a team, cope with stress and take initiative within the job description.
"Sell me a pen"
However, other tools are equally important for identifying competencies. I mean questionnaires, tests, trainings. Our approach in this sense is similar to the Japanese one. In addition to the standard interview, each applicant undergoes a special role-based training. We issue a ready-made script, give time to prepare, and then look at how the candidate copes with the task. If this is a candidate for the position of sales manager, he must be able to communicate with the client. Accordingly, the candidate's task is to show how he builds a dialogue in accordance with the task assigned to him.
We do not look at work experience, we are more interested in sociability, the ability to change our minds, adapt. That is what we identify with the help of the system we have developed. For example, the task is to sell a certain product (ginger for sushi). And the candidate calls "clients" — in a test format.
"Sell me this pen," Leonardo DiCaprio's character demands from his partner in the film "The Wolf of Wall Street." Our test system works on the same principle: we offer applicants to prove themselves in business. It's not just sales: if a person gets a job in accounting, they give him access to a computer and set a specific task. In the process of its implementation, it becomes clear whether a person is ready to work in our company or not.
Congruence is more important than experience
Identifying the degree of congruence of potential employees during the interview process, that is, the degree of coincidence of personal values with the values of the company is a new trend in hiring. There are various psychological tests for this. I think in the near future, applicants will be tested for congruence everywhere.The match should be the maximum. One desire to work because of suitable payment conditions is not enough. It is important to share and understand the mission of the company. In this case, the employee is involved in the work, doing it more efficiently. The formal attitude is fraught with just reduced efficiency.
It is impossible not to take into account the corporate code, which is prescribed at every large enterprise. Regulations, norms and professional standards are an important part of the corporate culture. If employees do not know and follow the rules, chaos will begin at the enterprise. The team principle of work is supported in our company. We face many challenges that can only be achieved through joint efforts. But at the same time, there are internal programs in each department that allow you to celebrate individual achievements of employees.
Stop topics
We judge whether an applicant is suitable for us not only by his actions, but also by his words. Here are a few points that negatively affect the overall impression.Assessment of your employer — former or present. It's taboo. It is better to refrain from making statements or certifying the employer on the positive side than to indulge in criticism.
Too detailed a story about yourself. The employer is mainly interested in issues related to professional experience and competencies.
The same goes for hobbies. This question is often asked at an interview, and the applicant often starts talking about everything that he is interested in. Sports, hunting, fishing, travel, kids, movies… A detailed story may give the impression that the candidate has set priorities incorrectly and prefers to focus on hobbies rather than work.
Information about personal problems related to family relationships, finances. The candidate should remember that he is at an interview, not at a meeting with close friends.
One of the goals of the interview is to find out whether the applicant will be able to hold on to the position, whether he will quit in a few days. Therefore, we ask not only about past work experience, knowledge and skills, but we are also interested in what working conditions would suit the candidate. The recognition of the applicant that he just really wants to get this job does not work in his favor. And if we need the hired person to work 60 hours a week or spend half the time on business trips? A declaration of love for the company is an extra compliment that says nothing about the candidate's competencies.
What we need
The time for standard questions and techniques has passed. The world is changing, and we are changing with it. Adaptive skills, ability to cope with stress, sociability of a candidate are more important to us today than his experience. If the applicant is able to quickly get involved and work out a specific task, if he shares our corporate principles, we will say "yes" to him — no matter what is written in his resume.Link to the article: delovoymir.biz
November 10, 2021