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Employment managers are supposed to choose Perfect candidate Based on any number of criteria, from Skills matching to Driving capabilities. But new Data It explains the applicant’s personal relationship with the interview issues.
Candidates who receive 12 more likely job offers to put them as a “great personality”, according to what is mentioned a report From the human resource software company Textio, which analyzed 10,377 documented corresponding reviews for more than 3900 candidates. People who were eventually employed were five times more likely to be “friendly”, and four times most likely described them as “they had great energy”, in written comments.
“When these recruits were choosing to employ someone, it was a large part of the consideration whether or not they loved the person.” luck.
Bringing a “great energy” can be a bonus interview in more positions directed towards people such as sales, but it is definitely not a required feature of all jobs. Snyder says, and he should not be a decisive factor about whether or not someone will be rented. Inclusion in this type of mysterious comments can be personal for new employment is not useful for both the person, and the workplace in general in the long run.
“For high artists, when they get this type of public comments, even if they are positive, they are likely to stop after 12 months, because it is difficult to see a road to growth if you do not give any notes about what you can continue to develop,” she says.
There is also a sexual bias in playing when it comes to how to judge men and women’s work, according to the report. Successful male candidates were likely to be described as “a level head” and “confident” during their interview, while successful women were more likely to summon “Shambania” and “enjoyable”. Seeing these types of comments should constitute a red mark of odors, and stated that managers who depend on their intestinal instincts may have some dangerous blind points when it comes to sexual discrimination.
In order to avoid biases when it comes to employing admiration, Snyder suggests that Chros make sure that the job description themselves each of them three to four basic skills listed. In this way, there is a typical follow -up to follow -up, and human resources professionals are likely to focus on whether this person has the experience he needs.
“This is all of the functional skills that we want to search for and that it needs to take utmost importance,” says Snyder. “And if you want to comment on the character, the task of the human resources manager is to translate these requirements, the activities that someone must do in the job are to those skills and behaviors that you can evaluate.”
Pret Morsi
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This story was originally shown on Fortune.com
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