Quote:
Originally Posted by DecorumEDMW
Granted our perspectives are different and will respect you on that
But technical ability is always useless without the impetus to do the correct things, to do what is right and to demand firm accountability from your peers
When was the last time you spoke to your CEO/CFO/Managing Partner for constructive suggestions to improve the shortcoming and processes?
When was the last time you thoroughly sought financial accountability from other C suites and their departments?
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i am not denying character is important. OP mention that HR put out job posting does not seem to focus on character. If they do that, i am saying it is a shortcoming in the process that you are mentioning.
If you are HR, given limited resources in a day to interview X number of candidates, what is the focus?
A) Find a candidate that has the technical expertise to do the job requirement which you can test him for during the interview process?
B) Find a candidate that has the best character that maybe dont have the expertise but you can win best corporate culture award
A is something that you can gauge by asking a few technical questions. i've been to interview where the interviewer surprised of my knowledge of IFRS 9 compared to other candidates with more years of experience in the industry. This also proves character no?
B is something where if you want to focus on that, you dont even know who you are getting because everyone will put on a show and be on their best behaviour.
As ex-manager i can tell you the horror stories that we see in candidates, in person top notch character, say dont know the JE but willing to learn, go back draft email after interview say he did some research this is what he find. Once come in, complete opposite, now on PIP.
Focus on the things you can actually test for. Sometimes character is also based on how well you can work with your peers. Both people can have excellent character but just dont work well.