Kenn_etix
Behavioural Trainer & Manager
Ivyleauge
Human Resource

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Interviewing in this day and age needs more than just Gut Feel intuition, this article illustrates some ideas on how to hire for "Cultural Fit" and improve your organizations corporate culture in the process
From Indonesia, Denpasar

Attached Files
File Type: pdf The rise and fall of the.pdf (214.2 KB, 1216 views)

Hello carmaz:
>Interviewing in this day and age needs more than just Gut Feel intuition,
this article illustrates some ideas on how to hire for "Cultural Fit"
and improve your organizations corporate culture in the process<
This is not new and it is not enough. Employers need to hire for competence, cultural fit, and job talent. If we ignore any of the three, we increase the risk of hiring unsuccessful employees.
Most all employers do a good job of hiring for competence but fewer do a good job of hiring for cultural fit. Very few do a good job of hiring for talent since very few hiring managers know how to identify or measure the talent that is demanded by the job that needs to be filled.

From United States, Chelsea
Thank you for the comments Bob, and I do agree that cultural fit alone is not enough, the article is writen to explain new "Methods" of including cultural fit, not to replace competencies.
If you say the psychological game playing method is not new to identifying cultural fit, please do enlighten me where we can get more information on this. I am only familiar with the DC Psychology Interveiw kit as the only one that uses this method. see it at: <link outdated-removed> ( Search On Cite | Search On Google )

From Indonesia, Denpasar
Thank you for the comments Bob, and I do agree that cultural fit alone is not enough, the article is writen to explain new "Methods" of including cultural fit, not to replace competencies.
If you say the psychological game playing method is not new to identifying cultural fit, please do enlighten me where we can get more information on this. I am only familiar with the DC Psychology Interveiw kit as the only one that uses this method. see it at: <link outdated-removed> ( Search On Cite | Search On Google )

From Indonesia, Denpasar
Hey,
You may want to go through this document that I have compiled out of some online research and resources that I have accumulated.
This is on competency based interviewing or BEI ( behavioral event Interivews.
The premise is that asking questions to invoke past expereinces results in an more accurate indicator of future performance.
Have a peek,
Regards
Kenneth

From India, Mumbai

Attached Files
File Type: doc List of Competency-based Interview Questions.doc (57.5 KB, 1979 views)
File Type: pdf CBI.pdf (27.4 KB, 1012 views)
File Type: doc competencybasedinterviewing.doc (46.5 KB, 1085 views)

I also hope the culture in my company will change as soon as some old employees resign. We need new people and contribute a better culture.
From China, Foshan
Hello ivyleauge:
>I also hope the culture in my company will change as soon as some old employees resign. We need new people and contribute a better culture.<
That may be a very long wait I'm afraid. Managers tend to hire and promote the people they like whether or not they'll become good managers and executives in the future.

From United States, Chelsea
Hello carmaz:

>Thank you for the comments Bob, and I do agree that cultural fit alone is not enough<

Great minds...

>the article is written to explain new "Methods" of including cultural fit, not to replace competencies.<

But is hiring for cultural fit new?

>If you say the psychological game playing method is not new to identifying cultural fit, please do enlighten me where we can get more information on this.<

I'm questioning whether or not game playing is the best method for selecting future employees.

>I am only familiar with the DC Psychology Interview kit as the only one that uses this method.<

If we only do interviews, we risk not hiring the best employees.

I found the following text in the subject document to be incorrect.

"And what about psychometric tests? Well, anyone (well anyone reasonably intelligent) that has taken one before will be able to skew the results to suit the job description."

The above is not true for all psychometric assessments.

"So are there interview questions or tests that can give you greater insights into the real performance of an individual once he/she gets into your organisation? Well, NO!"

The above is also not true for all psychometric assessments.

It seems the document ignores whole person psychometric assessments.

From United States, Chelsea
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