Celeste Fullerton<\/p>\n\n\n\n
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\u2019t feel motivated because I didn\u2019t feel cared for enough. This overall could end up being unreliable when I need help with something, and I don\u2019t know anyone I work with. <\/p>\n\n\n\n
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.<\/p>\n","protected":false},"excerpt":{"rendered":"
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 […]<\/p>\n","protected":false},"author":15054,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-6","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/blogs.oregonstate.edu\/celeste5\/wp-json\/wp\/v2\/posts\/6","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blogs.oregonstate.edu\/celeste5\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blogs.oregonstate.edu\/celeste5\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/celeste5\/wp-json\/wp\/v2\/users\/15054"}],"replies":[{"embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/celeste5\/wp-json\/wp\/v2\/comments?post=6"}],"version-history":[{"count":1,"href":"https:\/\/blogs.oregonstate.edu\/celeste5\/wp-json\/wp\/v2\/posts\/6\/revisions"}],"predecessor-version":[{"id":7,"href":"https:\/\/blogs.oregonstate.edu\/celeste5\/wp-json\/wp\/v2\/posts\/6\/revisions\/7"}],"wp:attachment":[{"href":"https:\/\/blogs.oregonstate.edu\/celeste5\/wp-json\/wp\/v2\/media?parent=6"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/celeste5\/wp-json\/wp\/v2\/categories?post=6"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blogs.oregonstate.edu\/celeste5\/wp-json\/wp\/v2\/tags?post=6"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}