Interesting article. This fits with our methodology in that companies should attract behaviours, not just skills/experience etc.
I wrote this short blog a little while ago - 3 ways to hire the perfect candidate (http://blogs.holstgroup.co.uk/psychometric_blog/2009/12/17/psychometric-testing-is-for-life-not-just-for-recruitment/) that may help...
It can also help to benchmark the behavioural requirements of a role - http://www.holstgroup.co.uk/role_benchmarking.php
Submitted Aug 12, 2010 2:13 AM
This is a wonderful opinion. The things mentioned are unanimous and needs to be appreciated by everyone.
Submitted Aug 12, 2010 5:34 AM
just a note - one would fax to the ad in question as it is not possible to email to a phone #. Just a little unasked for quality control.
Skills and experience play a part in any job, but since most people have the requisite computer skills in this day and age, it is more important to discern if their personality, work style, humor are a fit to one's company. For us even more so in our niche market as a religious book and gift store.
Submitted Aug 12, 2010 1:50 PM
Recruiting the right people has been one of the very challenging issues in our Company, and its very true that skills and experience are not enough, ATTITUDE is the key success factor.
Submitted Aug 13, 2010 3:19 AM
Hi Great article, but how do you really know a candidate will match exactly this
"Are you professional, warm, tactful and just all around great with people? "...
Submitted Aug 13, 2010 1:16 PM
There are two points here -
1. Learned behaviours - 'tactful', 'professional' & 'warm'.
2. Innate behaviours - great with people.
To measure 'learned behaviours' you need to look for past experience on their CV/resume and probe into the roles that may demonstrate being tactful, professional etc. i.e. "can you remember a difficult situation where you had to be diplomatic to solve the team dispute/win the sale/deal with a senior manager" etc.
To measure innate behaviours you can use a psychometric assessment tool like The McQuaig System (http://www.holstgroup.co.uk/the_mcquaig_psychometric_system.php). It will measure whether someone is more likely to be a 'people person' or better with 'facts and figures' for example. It will then provide questions to understand how they use that particular strength.
This is quite a good graph to explain what you should be assessing: http://blogs.holstgroup.co.uk/psychometric_blog/wp-content/uploads/2008/08/3-leveles-of-appraisal.jpg
Submitted Aug 16, 2010 1:09 AM
Very helpful... Thanks
Submitted Aug 20, 2010 7:30 AM
I like the way this article is framed, in that we are trying to attract the right employee to help people not just earn $14 an hour
Submitted Aug 22, 2010 5:35 AM
Great insight. I like the clarity factor of the article with the focus being more about standards and quality. I will be writing a job description soon and will apply the wisdom gleaned.
Submitted Jan 1, 2011 10:31 AM