Celeste Fullerton
After getting a clear sense of what it means to both recruit and select a new hire, I can definitely tell the differences between when a manager just needs a new hire out of pressure vs. when they actually want a candidate that will fit in with their company. A specific example of a time when a manager ineffectively hired me was when they were asking me questions about my criteria but not about who I was or why I was interested in the company. When I was hired on the spot, it surprisingly did not feel rewarding. Even though I knew I was capable and had the experience for the tasks on the job description, I didn’t feel motivated because I didn’t feel cared for enough. This overall could end up being unreliable when I need help with something, and I don’t know anyone I work with.
A crucial aspect to look for when interviewing someone is not to prematurely judge them but to briefly ask them about some of their personality traits, specifically HEXACO. When I was being interviewed by another company, I appreciated that they asked me whether or not I was open to trying new things, if I typically have a positive or extroverted personality, and how I handle emotions. To truly be effective in an interview, it is important to try to match your interview style in a setting that aligns with the environment the interviewer is going to be in. It helps to preface a bit about yourself or the company in advance, and then pick and choose a balance between basic experience and personality experience that shows no bias. Professional companies I have interviewed with successfully demonstrated these tactics, which made me better as an applicant for the future.
