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Post by David Wyld on May 29, 2013 5:16:55 GMT -6
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Post by franklinvazquez on Jul 6, 2013 12:15:13 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
I believe that when employers rely only on a resume to determine the eligibility of a candidate, the business is not capable of making a good decision because they have not collected enough information. Even though resumes summarize the experiences and education of an individual, only personal contact, such as interviews, can tell the employer about the real skills and aptitudes of a prospective employee. Interviewers have to give room to subjective decisions, meaning that if a manager feels the candidate might be a good fit for a certain position, he should be given the opportunity to be hired despite his qualifications. In some cases, people willing to learn are better than experienced people, so companies have to take some risks in terms of human talent to be successful.
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Post by jalesianelson on Jul 14, 2013 8:21:01 GMT -6
Instant MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right Sad but true, employers rely heavily on a resume’ to determine the eligibility of a person. I feel that the best way to know if this particular person is fit for the open position is to interview them. Sometimes, the decisions that seem unrealistic are the ones best suited for the company. Just because a person isn’t qualified on paper, doesn’t mean they are totally excluded. Believe it or not, those are the people who will innovate the business and help it evolve into something phenomenal. As a leader, you should know that there is no such thing as the ‘perfect candidate’ and that relying strictly on resumes’ is unfair. Although it is a factor to take into consideration, a resume’ should not be the undoing of someone else’s dream. People are willing to learn what they lack, and sometimes a person with experience is no competition for a person who’s willing to learn.
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Post by elvia on Jul 17, 2013 10:46:29 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
Ever heard the saying, "Don't judge a book by its cover"? Well in this case "Don't judge a potential employee by his/hers resume". When it comes to the hiring process there is nothing wrong with going through resumes to try in find the "perfect" ones. But in reality anybody can put together a great resume and not be that great during the interview. I think hiring managers should ease up on trying to find perfect resumes and just give the not so perfect resumes a chance. You can learn so much more from someone in person than you can by reading about them on paper. You may find that someone that has less experience and doesn't meet all the qualifications of a certain job, has way more potential than someone with a perfect resume. That person may be willing to learn in order to obtain that experience and meet all the qualifications. I would pick someone who has the potential to do great things and is willing to learn over an experienced person any day. This article was a great read.
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Post by campbell22 on Jul 18, 2013 13:26:47 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right b
I completely agree with this article. Companies look for a certain criteria on paper, overlooking personality and if it’s the right person for the job. The perfect person for the job may not have all of the criteria that they’re looking for which is why companies must broaden their views on interviewees. I hate seeing someone who fits the job description perfectly not get that job because he or she didn't have certain things on his or her profile then the company hires someone who looks good on paper but in reality is a terrible worker who is hard to get along with.
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Post by kylekling on Jul 19, 2013 12:47:13 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
Just because someone doesn't have the right degree or right amount of experience doesn't mean they couldn't help your business. If you just look at these requirements on paper, you could be missing out on a lot of good possible employees. You have to broaden your thinking when it comes to hiring. It's ok to take a chance on a certain employee if it you think he/she will help your business in a better way. Don't just look at what's on the paper when looking for potential new employees, see who they are and what they could possibly bring to the table.
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Post by harrisonrainwater on Jul 19, 2013 14:59:40 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
Trying to find the best candidates for a job is a very tedious process. Too often, managers who interview potential employees try to find the absolute best person for a certain position based on what they see on paper. Many times, a person may not be the absolute best looking candidate on paper, but when introduced in person, could be the best employee you've ever had. It takes a certain degree of patience to find the right person for the job.
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Post by harrisonrainwater on Jul 19, 2013 15:00:29 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
Trying to find the best candidates for a job is a very tedious process. Too often, managers who interview potential employees try to find the absolute best person for a certain position based on what they see on paper. Many times, a person may not be the absolute best looking candidate on paper, but when introduced in person, could be the best employee you've ever had. It takes a certain degree of patience to find the right person for the job.
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Post by maryhilse12 on Jul 19, 2013 17:27:03 GMT -6
INSTANT MBA: The Companies That 'Go Out And Try To Hire Big Names, They Don't Do That Great'
Build your employees up is a great concept. If you invest in the employees you have, they are more likely to stay around. Give the more responsibility and they become invested in the company. Sometimes big names aren't vesting in a company because they feel they don't need to work. Look around at your staff, you have several key players that are willing and able to take on more responsibility. So just delegate and give the engaged employees the opportunity to succeed.
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Post by mda1287 on Jul 19, 2013 20:25:05 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
This is only for certain businesses for sure. In retail, there really isn't anything perfect about the employee you are going to hire by just getting low level associates. If you are going for a higher paid job other than minimum wage then yes, this is the right article. Other companies in minimum wage don't even care who they are hiring until they start messing up. I'm pretty sure they do that for some of the managers at the company that I work for.
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Post by neilthompson on Jul 21, 2013 18:21:22 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
Trying to find the perfect candidate is a very long and tedious process. When you are making the decision on what candidate to interview, it is very important prioritize what values are of most importance. Using this as a guide to select candidates that have the core that you are looking for will help you narrow the pool down, but keep those who hold the core values you are looking for. Many times this will help you get the right candidate.
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Post by Deleted on Jul 22, 2013 8:59:12 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
Interviewing is a tough process. Your boss hands you over a hundred applications and tells you to sort through them. You look for the people who are amazing on paper. Once you interview the few that you find, you can't help but wonder what the other people are like. You can just select a few and interview them. I have found that the ones that don't write the information down, have just as many qualifications, but they were very unsure of how much to write down on the application. Some of our best part-time workers have come from those people who didn't seem as qualified at first.
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Post by lydell on Jul 22, 2013 10:19:35 GMT -6
I feel that the best way to know if this particular person is fit for the open position is to interview them. Sometimes, the decisions that seem unrealistic are the ones best suited for the company. Just because a person isn’t qualified on paper, doesn’t mean they are totally excluded. Believe it or not, those are the people who will innovate the business and help it evolve into something phenomenal. As a leader, you should know that there is no such thing as the ‘perfect candidate’ and that relying strictly on resumes’ is unfair. Although it is a factor to take into consideration, a resume’ should not be the undoing of someone else’s dream.
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Post by blaine on Jul 22, 2013 19:18:01 GMT -6
I think that this article makes a good point. If you limit the qualifications you are looking for in a new employee, you could miss out on someone who may be a great asset to your company. When hiring someone you need to be open minded to all potential employees who are qualified for the position. If you look at all qualified employees, you one give everyone a chance and two you may surprise yourself and hire someone who you would not have even looked at before if you limit the expectations that you are looking for.
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Post by jeff on Jul 22, 2013 21:02:13 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
I feel as if I have suffered from this myopic approach in my job hunts. Everyone needs to have expectations and qualifications, but they don't have to be set in stone. As the article says, they are necessary to weed out the candidates who aren't qualified. But they can be as limiting as they can be necessary. I have felt like i would be a good candidate for a particular job before, and have been denied even the chance to interview because I was missing one little qualification. It seemed like a business could really miss out working that way.
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