4 Myths About Recruiting
The specialists in human resources are guided by some myths which are not always finding coverage of 100%.
In fact, we can say that prejudices relating to employment candidates are created and maintained to some extent even by some specialists in recruitment to meet the long life candidate.
1).
the decision is made by a HR specialist.
A specialist in human resources has a very important role in the recruitment process, by selection of CVs, administration and interpretation of tests, interviews and psychological portrait of candidates.
However, the final decision often is influenced significantly by the senior manager.
2).
Experience may substitute for "diploma".
For certain positions are considered that experience may substitute for any "diploma".
However, when it comes to highly specialized jobs, the truth of this principle is reversed: the diploma matter.
3).
Performance involves performance.
Candidate's performance is a fundamental element in the employment decision, but does not guarantee the success of getting the job.
Often, a candidate with an impressive professional history and formed the competencies and skills of working in an environment whose rules do not meet or come in conflict with those of multinational companies, for example.
As the candidate has a long experience in an environment completely different from that of the recruiter, has even less chance to adapt and to make performance in the new environment.
4).
Tests are more important than the interview.
Many specialists in human resources as the tests are considered more important than the interview, because first emphasize the professional and behavioral "objectives" of the candidate, while the second tributary interviewer subjectivity or concrete situation in which the interview takes place.
However, interviews are a unique opportunity to meet staff in flesh and blood, to see how they react to certain questions or situations created by the new employer.
In fact, we can say that prejudices relating to employment candidates are created and maintained to some extent even by some specialists in recruitment to meet the long life candidate.
1).
the decision is made by a HR specialist.
A specialist in human resources has a very important role in the recruitment process, by selection of CVs, administration and interpretation of tests, interviews and psychological portrait of candidates.
However, the final decision often is influenced significantly by the senior manager.
2).
Experience may substitute for "diploma".
For certain positions are considered that experience may substitute for any "diploma".
However, when it comes to highly specialized jobs, the truth of this principle is reversed: the diploma matter.
3).
Performance involves performance.
Candidate's performance is a fundamental element in the employment decision, but does not guarantee the success of getting the job.
Often, a candidate with an impressive professional history and formed the competencies and skills of working in an environment whose rules do not meet or come in conflict with those of multinational companies, for example.
As the candidate has a long experience in an environment completely different from that of the recruiter, has even less chance to adapt and to make performance in the new environment.
4).
Tests are more important than the interview.
Many specialists in human resources as the tests are considered more important than the interview, because first emphasize the professional and behavioral "objectives" of the candidate, while the second tributary interviewer subjectivity or concrete situation in which the interview takes place.
However, interviews are a unique opportunity to meet staff in flesh and blood, to see how they react to certain questions or situations created by the new employer.
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