Weekly column “Psychology” with Anastasia Danilova . #iwu_psychology
Today’s topic: “Recommendations for the head of the personnel department”
When recruiting staff, various systems for analyzing the applicant’s personality are often used. And sometimes choosing a candidate for a position is a time-consuming and responsible task. I will share some of my thoughts on this topic.
No system, even the most complete and accurate, can give us one hundred percent answers to all questions, if we do not approach the problem creatively. More precisely, not even so, life will ask us more and more different and unique questions in order for us to develop and develop the knowledge with which we work. I can really answer any question if I want to, and so can you. The question is in the position itself – “I know that there is an answer”. If a person is absolutely sure of this, then he begins to see the answers more often and more clearly. At the same time, the answer is always different, which does not fit into the patterns and frames of habitual perception, revealing the possibilities of all knowledge systems, including numerology, that a person owns. It is the question that develops us.
But let’s continue about recruitment:
Any person we hire is a “question” that develops us. We don’t know everything in advance. Especially if this person is an adult, with already established attitudes, formed protection systems, insurance reactions and expectations from the world.
However, the date of birth test always works. Whatever a person thinks about himself, no matter how he imagines himself to others. At the same time, he may possess his qualities to a greater or lesser extent, have more or less problems in character, behavior, health, but the essence will remain the same. The difference will be that one knows and loves his potential and will never work where it is bad for him, and the other on fears and greed, not hearing himself and denying, will continue to fight, proving something to himself and the employer.
I, being in the position of a manager, look at how a person treats himself and others, and I hire those people who have views on life that are close to mine. And I can tell any manager that those people who are suitable for him will come to him, if he defines his criteria and will go from himself, and not only go for the promises or professional qualities of a potential candidate for the position.
And as for the predictability and unpredictability of the subordinate (after all, we, making calculations, conducting testing, want to protect ourselves, right?), here I can definitely say that we will never be protected from some negative manifestations of people. The question is how we will react to a subordinate who makes mistakes and does not meet our expectations. And this is also our development. There is no perfect subordinate, and there is no perfect manager. It’s just a fact.
As for older people, my position on the site as a whole is marked: it is easier to work with them where the functions are clearly marked and it is necessary to serve what has already been created. When creating a new one, it is better to cooperate with young people. Young people still have no experience, and they have to learn a lot, including industrial relations, the older generation has a lot of fears, which are only getting stronger in our time, this must be taken into account. The young still know their potential, and they need support, those who are older, need stability and clarity of tasks. This is a significant difference when applying for a job. The head or head of the personnel department should take it into account. The effectiveness of the work will become more obvious.