Its good to curb cognitive learnings while interviewing a candidate ....

Coming from consulting back ground or rather to frame it in an apt manner from one of the hr outsourcing function called as recruitment, i review how is that my efforts to source a candidate and then trying to place him at my client "dream- job sort after organization" hold significance when after the management review when they have met the candidate - comes up with a illogical or rather illegitimate feedback which may not run in favor of the business.

The dimensions to make jobs available to the right candidate is changing as management try to make tailor-made roles which may help the candidate to deliver the best with his skills of expertise and the kind of experience he may bring onto the table .

Was going through an article which tried to make the reader believe that an interviewer should not have a biased opinion of an employee or rather a prospective employee in the organization. Be the way the person is dressed or rather the kind of dialect he may have. When business mind works it says i need results so how does it matter how tall or short a candidate may be .. the article has something to say like this.. read on

Comments

R.P. said…
nice thought....but it's easier said than done!!! :)
November 26, 2007 at 12:33 AM
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