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Wednesday, November 15, 2006
Dr.Wendell Williams writes that the hiring practices of even good companies need to be examined critically , despite believing that they have best-in-class practices. He points out that hiring criteria run the gamut from "Y'all come" to get-to-know-ya interviews, to magic-question interviews, to highly structured interviews, to interview/test/simulation combinations, and on-the-job exhaustive tryouts. He takes the example of well publicized hiring machine and adds his insight, which I found to be indeed insightful. A company that has hired 4,000 people in the last 18 months expects each new employee to be smart, a fast learner, collaborative, curious, and love solving problems. Looking at these goals from a whole-job-whole person, this description only covers two of the four critical job competency clusters.After going through the hiring process he points out that to be seen as complete, the company needs to expand the profile to include planning/organizing ability, additional interpersonal skills, and a few more motivational aspects. In addition, it needs to clarify how-much of each skill is necessary for each job-type (managers, for example, need broader and deeper cognitive abilities and better coaching skills than job-holders).
Category :Hiring, Emerging Trends |
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