Some organizations, attempting to deal with shortages of candidates and much needed skills, are implementing “fast track” hiring. From my perspective, it’s come about 15 years too late. It has been needed for a long time. But because it’s now an emerging trend, it’s important to examine the implications for candidates.
Hiring a new employee can be a stressful and challenging experience. There are so many things to consider: Are they qualified? Are they enthusiastic? What skills do they have? As you critically analyze the respondent’s replies, there is another question that you are asking yourself: Will they fit in? Related: 5 Ways To Attract (And Keep!) The Best Employees Among the degrees and certificates, there is also a real human being with attitudes, values, and mannerisms. Below you’ll find just a few of the reasons why personality is just as important as skills and experience in a job interview.
You've just spent the last forty-five minutes answering questions from a hiring manager. You gave it all you had. You think you did okay. The hiring manager seemed to smile and nod a lot when you were speaking. Then, suddenly, she asks, "Do you have any questions for me?" While you initial instinct might be to quit while you are ahead and say, "No. I'm good," the right thing to do is ask a set of strategic questions designed help you stand out and get the job. [Pssst. Be sure to read all the way to the bottom, I have a special offer for those who do so.]
Your quality resume opened the door, but it’s only the first step in securing that dream job. RELATED: Need some job search advice? Watch these tutorials! Today’s HR departments have a burgeoning array of tools to assist them in the candidate-selection process. They’re crunching data on psychometrics, IQ, EQ, physical appearance and aptitude to uncover the evidence to support a merger with Brand You. Your mission is to present a persuasive performance that exposes – if not the real you – the ideal candidate for the job. It means being able to articulate how your qualifications and experience, your vocational goals, and even non-work-related activities align with the organization’s strategic focus. Google assesses, among other things, “Googlyness”: “Your comfort with ambiguity, your bias to action and your collaborative nature.” At Kraft, being an ardent fan of macaroni and cheese won’t sway the selection panel unless you’ve also got sound people-development experience, listening skills, and mental agility. But although the rules of the game may vary, most organizations focus on some key factors. Here are three things HR looks for in an employee: