How to find out it’s the right match? - 14th November 2011, from 18-20h
Published: 7.10.2011
It is often said that the HR function is the second most important function in the company, right after the CEO, because the quality of people in a company determines the success of that company like no other factor. An HR manager has to be a strategic planner, implementer, sparring partner, purchaser, coach, confidante, therapist and psychologist, and all this often in a single working day. The crisis has put an accent on one aspect of HR above all, and that is to find the right people for the right positions.
Most companies have completely shifted their focus from being growth oriented to being results oriented. Now more than ever companies need to find and hire candidates that meet their job descriptions perfectly, that are a good fit for the company’s internal culture, and that are able to bring tangible results with a minimum amount of time and resources spent on training and job preparation. Therefore companies, hiring manages and consultants are challenged to find the perfect match on the first try.
Candidates are also challenged to make good personal decisions and long term commitments, they have no more time for decision making and therefore the work life balance and personal key values have to be considered when choosing a new job. How to check if your values do fit to new your job business coach Karin Genton L'Epée will show you in our next event:
The Williams & Partner Leadership series:
How to find out it’s the right match?
14th November 2011, from 18-20h
PwC, Business Center, Katerinska 40, Prague 1
The challenge is that candidates, both good and bad ones, also realize that their CV is their personal marketing tool and they do a lot of make themselves appear as close-fitting to the perceived job requirements and company culture as possible. Frequently CV’s contain incorrect or incomplete information, reached professional results are partly or fully invented, absent or incomplete university studies are presented as completed or the impression is given they are finished, and given references prove to be long-term friends of the candidate rather than objective witnesses to the candidate’s professional capabilities.
Interviewing skills play an important role in determining the suitability of a candidate, and traditionally the best interviewers are those who have learned to observe and interpret human communication behaviors, are introspective enough to know themselves, have developed a broad based understanding of other personalities and verbal / non verbal cues, and have developed the skill to play “the game” during job interviews. Good interviewers see giving or taking away confidence as a tool of their trade, and are successful in determining whether someone is a good match for their company or not. The most challenging in interviewing is for many the detection of deceptive behavior, and that is what the Williams & Partner Leadership seminar will focus on during the second half of the event.