About recruiting and cockroaches in my head
About recruiting, cockroaches and assessment of motivation
Recruiting is an inexhaustible source of interesting topics.
I am going to write an article for a long time “How the brain of a recruiter works.”
But then there is no time to think about it, then the experimental recruiters do not come across.
But there was a reason to write about cockroaches.
In the comments to the material published on the social network, I saw this post:
I admit that I am critical of my skills and experience in recruiting, admit that I can be wrong and learn all the time.
After graduating from the Faculty of Psychology and spending a lot of effort on mastering the methods of psychodiagnostics in the selection of personnel, subsequently I deliberately refused to unnecessarily “psychologize” the selection process.
This is probably why the peremptory statements about how to properly “look at candidates” invented qualities do not leave me indifferent.
Everyone is powerless against such cockroaches in the head of an employer – neither an experienced recruiter nor a highly professional job seeker will be able to oppose anything to an expert in assessing “self-motivation” and “willingness to give”.
Job seekers are at a loss as to the reasons for refusal, recruiters do not understand why the applicant “did not like”.
If a successful manager is absolutely sure that those who “need money to support a family” are guided by low and unworthy motives, he can be liked only if the applicant successfully lies, that he is driven solely by the desire for self-realization.
This is an example – in fact, the correct answer expected by the employer can be anything.
And the point is not in the specific comment that I quoted at the beginning of the article – the trouble is that many far from stupid people are fond of creating and applying in practice their own theories and methods for assessing motivation.
This is an enduring trend in HR management, but it often turns recruiting into a lottery.
Nobody argues that it is important to assess the motives of the applicant.
But first, you need to sensibly assess your ability to assess motivation and not get carried away with the choice of a candidate according to this criterion.
It is easy to make a mistake when hiring, as I already wrote about in the article, 5 reasons for inadequate requirements for applicants.
You should not increase the likelihood of error by making specific informal requirements and ascribing to yourself the ability to objectively evaluate them.
By the way, self-motivation and readiness for dedication, which are assessed by the author of the post, I myself find it difficult to assess.
Apparently, there is no desire for self-knowledge 🙁
So “Refuse to hire!” 🙂
About exotic cockroaches
Once, as an applicant, I solved logic puzzles and put together a Japanese volumetric puzzle for a while.
It seemed to my employer that only the success of solving these problems proves my competence as a manager and a specialist.
One of the customers of the recruiting project was amazed by the fact that he categorically refused to consider Aquarius, Streltsov and Capricorns as candidates for the vacant position.
The choice was made in absentia in favor of Libra.
Another manager asked all applicants without exception two questions – “What is marketing?” and “Why do people eat with chopsticks in China?”
The results of the responses to them significantly influenced the decision on hiring.
Anything can happen.
Cockroaches are very tenacious.
Job seekers can only be philosophical about their existence and not drive themselves into depression due to inexplicable reasons for refusal to hire.
It is useless to dispute the employers’ right to use their own assessment criteria, you can only appeal to common sense – act as the squirrel in the illustration to this article, and you will succeed.
Author: Denis Karandashev
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