What is your recruitment point of view?
Most of us, at least one or maybe many times, ever sit in the position of interviewer. So what is our point of view on recruitment, like:
1. The candidate is currently working at other company will have more advantages than the one NOT currently working for any company?
2. We rate the interviewee's responses on the beautiful/ smart answers (but we may feel it fake, or s/he is bullshitting) or we rate them on the honest attitude/ answers?
3. How many percent you favour a candidate that you like at the first sight against his/ her real ability?
4. When interviewing, do you ever think that you are doing a favour for him/ her as you are offering them a job or you feel appreciate them as they will be your workmate and significantly support you in the future? In other word, does it look like offer and take rather than a real negotiation with win/win solution?
5. In the final round, you have two candidates, one you like more for his/ her style/ appearance but the score is 1-3 points lower in comparison with the other who you less like for above reasons. Then which one will you pick?
6. How many percent you believe in the ability test score v.s the ability that you can pick during the interview? for instant, I observed many cases who passed the ability test with high score but then did not know how to do in the real work and vice versa.
Thank you for your attention and sharing. I do appreciate honest feed back no matter how it is.
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- Tuan Bui1315885722
Dear All,
I kindly share some point of views1. I don't think so. With some candidates, relaxing for a few weeks after a long term of working is the way they enjoy life and review their career. In my oppinion, it's not good if you continue working from this company to another company continuously.
2. I like simple, short and right answers. Beautiful answers is not necessary instead of you are recruiting a possition of art job.
3. About 15 percent (or lower)
4. Choose a suitable employee for the job and partners who the newcomer work with. I've never think that I do a favor. Win-win solution is the best way!
5. It seems I will choose the first one (the one I like) if he/she are going to be my important partner. Abilities can be improved easier than character or style :)
6. Tests should be used for what we can't ask at the interview. For me, I use test score mainly in IQ and skill related to calculation, translation, etc,...-
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hZWZmZhimW-Yl5qExaBkb-GkoGOYcFLJpMWoq4DHo5ifmatXc6xsm2pTcdGrrZenVW7VbW6eUp3Zppeky9TSg5_XnJeYaoOgydel0tHTlqPad9Wk01hr2XKab1qox6eVoKdbcJlzZJ-rpGqccliTo6aqx6WVzZRZn6tuZJyHlZOdnYSh12qac4bS2dHJ2JCqz5WIbdlwZKBalmlpaYhwsbA. - Pascal Ho Ba Dam1316270168
Recruiting is a Science and an Art with very unpredictable results because nobody knows the future.
Over the past 12 years, I have been recruiting and refining the process every year.
I came to think that the most important important is the candidates fits the ADN, the type of company. Then the questions should be around that ADN without telling what you are looking for.
Just as an example, Google hire PHD in IT, but not the kind of PhD in government labs, they want the ones that are entrepreneurs, think out of the box, can find the next google maps and stayin the company as a shareholder entrepreneur. Of course, the top IT PhD at the NASA who likes the idea to go back home at 5pm play tennis and family is not for Google, whatever their smart answers and IQ well above 124!
If you feel, you are getting fooled in the interview, use the tests.On top of that, some candidates have no idea what is that stock options and partnership at 20% you propose them... they dont tell you they dont understand really what you mean!
Goodluck, the never ending quest, smart colleagues!-
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