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gmatblood
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In matching job candidates with job openings, managers must consider not only such variables as previous work experience and educational background but also personality traits and work habits, which are more difficult to judge.
What do you consider essential in an employee or colleague? Explain, using reasons and/or examples from your work or worklike experiences, or from your observations of others.
Matching job candidates for job openings have become highly significant and an essential trait for a manager. According to me, in considering the appropriate candidates managers should not only look for work experience and educational backgrounds but also look for personality traits and work habits. In my view, both has its own importance.
I would like to sight an example for my workplace,which is a Tier-I IT exports company based out of India. I come across many people with exceptional educational backgrounds, but who are un-willing to involve in themselves at work. Conversely, there are many others who does not come from such high impact education are willing to put in a lot of effort and is willing to work proactively. The example sighted however does not hold true in every case. There are always exception in a huge organisation.
Also the laterals ( who join in from other companies) who has wide experience seem to have a postive impact. Experience is much valued in service industry and it is not of any difference in my comapany. Experienced people can lead a team, mentor and monitor the progress of the freshers, guiding them to excell. Again, for all these to happen, the person should have the willingness to teach and share ideas and knowledge with the group. Otherwise, the experience the person holds is of no use for the team and as a whole for the company. This is where the behaviour and the work habits have more an impact than the work experience and individual withholds.
Given the choice to choose from a huge pool of candidates, managers have a tough task ahead in selecting the appropriate candidates for the respective job vacancies. The tougher thing to judge will always be the work habits and personality traits. Managers have the access to the certificates and the appraisal information with the documents presented by the candidate. But there is nothing for the managers to check for the habits, personality of the individual. To judge them in particular, managers now use "the stress interview", wherein the candicate is made to stress with more and more confusing and critical questions to answer. One such question would be like" Will you stay late night and during the weekend at office to complete an assignment" , "Will you prefer work over wife?" , "Will you accept asalary cut, of you underperform".
In sum, given that work habits and personality traits are easier for managers to judge as are to judge educational background and work experience of the candidate, there needs to be a balance between valuing educational background, work experience and behavior traits along with personality traits in choosing a candidate for the job vacancy.
What do you consider essential in an employee or colleague? Explain, using reasons and/or examples from your work or worklike experiences, or from your observations of others.
Matching job candidates for job openings have become highly significant and an essential trait for a manager. According to me, in considering the appropriate candidates managers should not only look for work experience and educational backgrounds but also look for personality traits and work habits. In my view, both has its own importance.
I would like to sight an example for my workplace,which is a Tier-I IT exports company based out of India. I come across many people with exceptional educational backgrounds, but who are un-willing to involve in themselves at work. Conversely, there are many others who does not come from such high impact education are willing to put in a lot of effort and is willing to work proactively. The example sighted however does not hold true in every case. There are always exception in a huge organisation.
Also the laterals ( who join in from other companies) who has wide experience seem to have a postive impact. Experience is much valued in service industry and it is not of any difference in my comapany. Experienced people can lead a team, mentor and monitor the progress of the freshers, guiding them to excell. Again, for all these to happen, the person should have the willingness to teach and share ideas and knowledge with the group. Otherwise, the experience the person holds is of no use for the team and as a whole for the company. This is where the behaviour and the work habits have more an impact than the work experience and individual withholds.
Given the choice to choose from a huge pool of candidates, managers have a tough task ahead in selecting the appropriate candidates for the respective job vacancies. The tougher thing to judge will always be the work habits and personality traits. Managers have the access to the certificates and the appraisal information with the documents presented by the candidate. But there is nothing for the managers to check for the habits, personality of the individual. To judge them in particular, managers now use "the stress interview", wherein the candicate is made to stress with more and more confusing and critical questions to answer. One such question would be like" Will you stay late night and during the weekend at office to complete an assignment" , "Will you prefer work over wife?" , "Will you accept asalary cut, of you underperform".
In sum, given that work habits and personality traits are easier for managers to judge as are to judge educational background and work experience of the candidate, there needs to be a balance between valuing educational background, work experience and behavior traits along with personality traits in choosing a candidate for the job vacancy.
