Comments on: Interviewing Doesn’t Work Very Well http://www.ere.net/2006/06/29/interviewing-doesnt-work-very-well/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 01:03:49 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Josie Erent http://www.ere.net/2006/06/29/interviewing-doesnt-work-very-well/comment-page-1/#comment-4434 Josie Erent Tue, 11 Jul 2006 11:53:00 +0000 http://www.ere.net/2006/06/29/interviewing-doesnt-work-very-well/#comment-4434 Thank you Wendell for that industry tidbit of information. I want add another Dark side point - Corporate Greed and Corporate Bullies Unfortunately it is often referred to as competive salaries for all senior executives including the mediocre ones, a topic which has been getting alot of negative press on CNBC news including a recent Retail corporation shareholder revolt which has been ignored by board members and senior executive teams. I won't mention any names but I will tell you......some of the stuff on CNBC has been down right more entertaining than a frivolous TV soap opera. However there have been executives who are new to companies and have been fired as perceived threats to their bosses. Not due to narcissism but simply more due to insecure egos and their perception of their colleague as posing a professional threat to boss. More talented than boss. Josie Erent Talented Minds 416-232-0600 Josie Erent Talented Minds Thank you Wendell for that industry tidbit of information.

I want add another Dark side point – Corporate Greed and Corporate Bullies

Unfortunately it is often referred to as competive salaries for all senior executives including the mediocre ones, a topic which has been getting alot of negative press on CNBC news including a recent Retail corporation shareholder revolt which has been ignored by board members and senior executive teams.

I won’t mention any names but I will tell you……some of the stuff on CNBC has been down right more entertaining than a frivolous TV soap opera.

However there have been executives who are new to companies and have been fired as perceived threats to their bosses. Not due to narcissism but simply more due to insecure egos and their perception of their colleague as posing a professional threat to boss. More talented than boss.

Josie Erent
Talented Minds
416-232-0600

Josie Erent
Talented Minds

]]> By: Dr. Wendell Williams http://www.ere.net/2006/06/29/interviewing-doesnt-work-very-well/comment-page-1/#comment-4433 Dr. Wendell Williams Tue, 04 Jul 2006 07:14:00 +0000 http://www.ere.net/2006/06/29/interviewing-doesnt-work-very-well/#comment-4433 Hi Josie... Responding to your comments about senior-level recruiting, Bob Hogan (U. Tulsa)published an article a few years ago showing that senior executives more often fail because they have 'dark-side' personality defects (i.e., not because of skills). Here's the clincher: executive dark-side factors are usually hidden under a facade of charisma, intelligence and charming personality. Yet, when these folks obtain a position of power, defects quickly surface. You might even recall someone who successfully argued that sexual contact with a young female subordinate in the executive coat closet was a 'private' matter? (This particular defect is called 'narcissism'). Later, Wendell Hi Josie…

Responding to your comments about senior-level recruiting, Bob Hogan (U. Tulsa)published an article a few years ago showing that senior executives more often fail because they have ‘dark-side’ personality defects (i.e., not because of skills).

Here’s the clincher: executive dark-side factors are usually hidden under a facade of charisma, intelligence and charming personality. Yet, when these folks obtain a position of power, defects quickly surface. You might even recall someone who successfully argued that sexual contact with a young female subordinate in the executive coat closet was a ‘private’ matter? (This particular defect is called ‘narcissism’).

Later,

Wendell

]]> By: Josie Erent http://www.ere.net/2006/06/29/interviewing-doesnt-work-very-well/comment-page-1/#comment-4432 Josie Erent Mon, 03 Jul 2006 02:05:00 +0000 http://www.ere.net/2006/06/29/interviewing-doesnt-work-very-well/#comment-4432 Dr. Williams, Thank you for your support. The percentage of people who lie about their credentials are a small percentage. My discussion was geared towards obviously qualified candidates with legitimate backgrounds. I must add that a lot of companies get referrals internally from employees and senior executives....This too poses as bias and in some cases provides preferential treatment. It may explain why some executives have been able to get away with exaggerating credentials that are not given full scrutiny compared with candidates with no affiliations internally. Cheers, Josie Erent Talented Minds Dr. Williams,

Thank you for your support. The percentage of people who lie about their credentials are a small percentage. My discussion was geared towards obviously qualified candidates with legitimate backgrounds.

I must add that a lot of companies get referrals internally from employees and senior executives….This too poses as bias and in some cases provides preferential treatment. It may explain why some executives have been able to get away with exaggerating credentials that are not given full scrutiny compared with candidates with no affiliations internally.

Cheers,

Josie Erent
Talented Minds

]]> By: Dr. Wendell Williams http://www.ere.net/2006/06/29/interviewing-doesnt-work-very-well/comment-page-1/#comment-4431 Dr. Wendell Williams Fri, 30 Jun 2006 01:40:00 +0000 http://www.ere.net/2006/06/29/interviewing-doesnt-work-very-well/#comment-4431 I think everyone would agree that interviews are subject to all the factors Josie outlined. There is also considerable research to support interviewer bias; a candidate's ability to either fake-good or conceal deficiencies; lack of interview structure; overlooking important job skills; and, not working from a legitimate competency list. And...I almost forgot..there is also considerable evidence showing that untrained interviewers overflow with confidence about their ability to predict job skills. It's available to anyone who wants to look it up. I think everyone would agree that interviews are subject to all the factors Josie outlined.

There is also considerable research to support interviewer bias; a candidate’s ability to either fake-good or conceal deficiencies; lack of interview structure; overlooking important job skills; and, not working from a legitimate competency list.

And…I almost forgot..there is also considerable evidence showing that untrained interviewers overflow with confidence about their ability to predict job skills.

It’s available to anyone who wants to look it up.

]]> By: Josie Erent http://www.ere.net/2006/06/29/interviewing-doesnt-work-very-well/comment-page-1/#comment-4430 Josie Erent Thu, 29 Jun 2006 01:32:00 +0000 http://www.ere.net/2006/06/29/interviewing-doesnt-work-very-well/#comment-4430 Interviewing doesn't work because the companies have a certain bias towards candidates. That bias interferes with the interviewing process that is suppose to be objective. A candidate who works for the competitor will have the bias odds in their favour although they may be competing with a Candidate B who is outside the industry. There is too much of a preoccupation to circulate the same people in the industry rather than introduce new corporate blood in the company. The software industry is a classic example of what happens when the same people get hired. The reality is that the industry has become a mature market requiring new skills and new corporate blood to compete in the marketplace. The geeks may be running the companies but really do not understand the importance of marketing and selling mature brands in a mature market that is flooded with similar products that may be perceived as cheaper. They really should be talking to the folks at Procter and Gamble. Unfortunately for most companies changing hiring practices in order to reflect new business reality is not always possible or desired. The disappointments continue and the same people get preferential treatment while other qualified individuals are disqualified because of a higher standard of qualifications set for these individuals. Josie Erent 416-232-0600 josie.erent@talented-minds.com Interviewing doesn’t work because the companies have a certain bias towards candidates. That bias interferes with the interviewing process that is suppose to be objective. A candidate who works for the competitor will have the bias odds in their favour although they may be competing with a Candidate B who is outside the industry. There is too much of a preoccupation to circulate the same people in the industry rather than introduce new corporate blood in the company. The software industry is a classic example of what happens when the same people get hired. The reality is that the industry has become a mature market requiring new skills and new corporate blood to compete in the marketplace. The geeks may be running the companies but really do not understand the importance of marketing and selling mature brands in a mature market that is flooded with similar products that may be perceived as cheaper. They really should be talking to the folks at Procter and Gamble.

Unfortunately for most companies changing hiring practices in order to reflect new business reality is not always possible or desired. The disappointments continue and the same people get preferential treatment while other qualified individuals are disqualified because of a higher standard of qualifications set for these individuals.

Josie Erent
416-232-0600
josie.erent@talented-minds.com

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