Recent decades have witnessed a burgeoning growth of numerous industries; therefore, recruiting the right person for the position is crucial to the development of enterprises. But how do we determine if a person is the best fit? Advocates of conventional recruitment methods opine that this candidate must have sufficient experience and qualifications needed for that job. Nevertheless, some people argue that the candidates’ personal qualities cannot be ignored. In my view, both components are of equal importance.
To begin with, the conventional approach of checking potential workers’ qualifications via their resumes, LinkedIn profiles, issued qualifications and certifications from authorised organisations is vital. Apparently, whenever we submit a job application, we are always required to attach a CV while a cover letter is optional. Without a decent qualification, even if that candidate’s personal characteristics are suitable, the enterprise will need to carry out lots of skill trainings eventually.
On the other hand, occasionally during an interview some HR officers ignore the significance of assessing how candidates’ individual qualities can fit in the company. Employers should assess not only candidates’ qualifications, but also their enabling skills, ethics and value propositions. The more an employee’s personal qualities fit into a company’s culture and values, the more he or she is motivated to contribute to that company’s vision. KPMG is a great example of evaluating candidates’ personal qualifications and skills by utilising a game-based assessment process, followed by a video interview. This methodology enables a comprehensive assessment, and is embraced by many companies nowadays.
To summarise, employers should assess both personal characteristics and formal qualifications when people are recruited as each of these elements has its own vital contribution to make in talent-seeking enterprises.
Recent decades have witnessed a burgeoning growth of numerous industries;
therefore
, recruiting the right person for the position is crucial to the development of enterprises.
But
how do we determine if a person is the best fit? Advocates of conventional recruitment methods opine that this
candidate
must
have sufficient experience and
qualifications
needed for that job.
Nevertheless
,
some
people
argue that the
candidates’
personal
qualities cannot be
ignored
. In my view, both components are of equal importance.
To
begin
with, the conventional approach of checking potential workers’
qualifications
via their resumes, LinkedIn profiles, issued
qualifications
and certifications from
authorised
organisations
is vital.
Apparently
, whenever we submit a job application, we are always required to attach a CV while a cover letter is optional. Without a decent
qualification
, even if that
candidate’s
personal
characteristics are suitable, the enterprise will need to carry out lots of
skill
trainings
eventually
.
On the other hand
,
occasionally
during an interview
some
HR officers
ignore
the significance of assessing how
candidates’
individual qualities can fit in the
company
. Employers should assess not
only
candidates’
qualifications
,
but
also
their enabling
skills
, ethics and value propositions. The more an employee’s
personal
qualities fit into a
company’s
culture and values, the more he or she
is motivated
to contribute to that
company’s
vision. KPMG is a great example of evaluating
candidates’
personal
qualifications
and
skills
by
utilising
a game-based assessment process, followed by a video interview. This methodology enables a comprehensive assessment, and
is embraced
by
many
companies
nowadays.
To
summarise
, employers should assess both
personal
characteristics and formal
qualifications
when
people
are recruited
as each of these elements has its
own
vital contribution to
make
in talent-seeking enterprises.