Stereotypes In HR: 7 Obvious Misconceptions That Prevent To See A Good Candidate

The division of people into introverts and extroverts, a requirement of the diploma and other biases can lead to the fact that the company will not take a potentially good employee. HR specialists are not only professionals in the field of recruitment, but just people who suffer, like all the others, stereotypes, and misconceptions. The difficulty is that these stereotypes can really bring serious consequences.

Because of this wrong thinking is easy to evaluate candidates and to miss the most worthy applicant. HR-specialist online site to search for Tutors Preply.com Elena Mayevskaya wrote vc.ru a column about non-obvious errors that can cost the company. Often we unconsciously associate leadership with authoritarian traits. It seems to us that the candidate who looks docile and friendly, can not become a good leader.

Actually, of course, to carry out such Parallels is a big mistake. The leader is not the one who receives and pushes sole judgment, gives guidance, and all the comments brings through hard tone or aggression. A leader is inspirational, and adequate professional that leads, motivates by example, listens to the team and treats people with respect, hears their need and understands the value of their wards. As tough and aggressive is not a leader, but a pain in the team.

A good leader doesnt need to yell at employees, or pour over them the icy coldness, to achieve a result. To recall the examples from the book by Jim Collins “good to great”. As shown by many years of study of the author and his team, the most effective leaders in the history of the American economy had a very gentle nature, did not pull the blanket over himself. In the case of failures, they accepted the responsibility, but success is shared with employees.

So if at the interview for the managerial position the candidate does not show staggering of hardness, not suppresses you with his authority, this does not mean that it cannot be an inspiring leader. In addition, authoritarian candidates, the situation is sometimes turns unexpectedly. Team of professionals might not take seriously a man who is obviously trying to assert themselves at the expense of colleagues.

People tend to look for easy and quick solutions, so we often judge a candidate on a single impression, even if you made it many years ago. And when it comes about to meet again, we cut. “No, people dont change”. Change, and how!

First and foremost, of course, a good professional with the years, an increasing level of professionalism. Maybe a couple of years ago you sat in a chair by a young dreamer with no practical skills, and now is a real shark of the market. But this is not the only change.

People sometimes change values and global attitudes, traits and key approaches to solving problems. The one who yesterday showed weak communication skills and did not dare to Express the idea at the meeting today to conclude cosmically deals with “obviously bulletproof” partners. The one who three years ago showed zero proactivity and lack of customer focus, now may be able to build an Empire, a religion with infinitely loyal customers, the new Apple — in your business.

In some cases, the person to such changes lead not the most pleasant life scenarios, in others — on the contrary, support and understanding. But this is not so important. The main thing — remember that people do change, and to give the applicant a chance to prove new useful features.

There is a misconception that to work with people or team activities need only extroverts. It is believed that such a person is easy to cope with any communications, and to find with all common language without effort. But with the responsibilities that dont involve a lot of communication, supposedly better cope introvert. Diligent, calm, scrupulous.

In fact, one not connected with the other. An introvert is a person that restores your inner reserves of energy, when it is alone. Extrovert this requires communication with people. Thus an introvert can be a great companion, to find the approach to everyone, great team work.

Conversely, “extroversion” does not guarantee high quality of communications. In addition, the “pure” introverts and extroverts is very small, so just not worth it to include this feature in the list of eligible applicants. There is still the stereotype that the applicant must be ambitious.

It is believed that people can work productively only with a view to a serious career. If the candidate speaks only about future position and few questions are asked about the prospects, the HR specialist can take it almost as a defect. In this case, it is to remind myself.

Ambition is good, but it must be coupled with real skills and abilities, with a healthy assessment of yourself as a specialist with realistic planning. I have met people with ambitions, which were labeled exclusively on the managerial position, although objectively not up to it. Offer to work for less responsible position, to learn, to pump the missing skills discourages such people.

If this is the team waiting to be “put” increase, he can and does leave, because of misconceptions that it is not valued. On the other hand, were professionals who did not talk about career goals, but still got key positions in the company. People may not think about career aspirations, or maybe just not particularly advertise them.

Most importantly, he understands. You cant count on future success, not doing anything right now. These people confidently and systematically developed — professionally and personally — and efforts eventually led them to serious heights.

The view that people tend to either technical fields or the Humanities, are greatly exaggerated. At first glance it seems that the search for the programmer logical only among graduates of technical Universities. In fact, it may be that in his youth the man made a mistake with the choice of school, chose “not his” profession, and then radically changed the scope of activities. The necessary skills can be mastered independently or to get practice, to help my colleagues from another Department or adopting the knowledge of the head.

The specialist could be quite successful and first profession. For example, he was a good engineer, but then I discovered writing and became a published technical author. This symbiosis of technical and humanitarian abilities are needed in many professions.

And, if we are talking about education, it is worth mentioning that the diploma should not be put in the forefront, if were not talking about, say, doctors or lawyers. Other things being equal people learn to master might and more professional your colleagues with a diploma or bachelor. But it may be that the applicant, who has studied up to masters for the year was a great experience to practice.

There are even cases when people without higher education becomes a successful and sought-after expert. This happens, for example, when study leave time realizing that the chosen profession or the quality of teaching disappointed. Instead of having to spend five years in a poorly chosen University, the man himself is studying what he is interested, and grows into a good professional.

Ray Bradbury said that he received an education in the library. Perhaps your ideal candidate also learned all the necessary knowledge from books, online courses and practical challenges.

And last. We, the recruiters, too overestimate the importance of the question “why do you want to work in our company?”. Yes, this item is the interview really important. It helps to understand whether installation of the applicant with the values of the company, whether the person shares your ideas and mission and whether the company offer what the person needs and will motivate him for a long time. But some HR experts believe the only correct answer to this question is obsequious babble.

“Since my childhood I dreamed to work for you, you are the best company in the world, and I agree”. Because of this relationship we begin to get irritated when the candidate after the offer begins to ask a bunch of additional questions about the job and discuss terms or, roughly, “bargain”, asks for more time to consider the offer or compare with others. There are thoughts that he does not really even need and a desire to refuse immediately.

Here you need to straighten themselves and to remember that the applicant is not your mother who loves you unconditionally. The candidate for the position of a potential team member, and we all need that member to be effective, motivated and happy. If the person asks a lot of questions, so he doesnt care where it will work.

Hes looking for a place that doesnt have to change in six months. He is serious, knows exactly what he wants, and compares the received information with their requirements. If the candidate agrees to the offer, he will treat the job you have chosen, with great dedication. And is this not our main goal.

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