[MUSIC] I call this segment going with or against the grain. I'm going to present to you two stories with sort of unique challenges and as in the world of HR dealing with people there's not necessarily one right solution, but after these slides I'll post a discussion forum where you can weigh in and share your own opinion. Okay, so story number one is called going with the grain. A scientifically validated personality assessment is given to a candidate, and the candidate has found to have strong detail orientation and is highly introverted, very introspective. We give this person the job of payroll clerk, and they do the tasks very well. However, because of their personality their co workers feel the person's a bit cold and hard to get to know, and is not perceived as really fitting in. Okay, the second I'm going to call it going against the grain. The same assessment okay, on a new candidate says the candidate has little detail orientation but is highly extroverted. After the hire the new employee messes up a few employee checks here and there. Same job payroll, and you can imagine how important it is to be detail oriented, but this person is very likable, they have lots of friends, they're very extroverted, but in terms of the job fit it's kind of a bit of an issue. And while the employee is accepted generally within the environment his coworkers, or her coworkers are a bit frustrated at the mistakes. Okay, so we have two situations, which one do you think is the better situation? Is it better to hire for cultural fit? Is it better to hire for job fit, organization fit? I am sure that we would like to find someone with all the capabilities we're looking for, but aren't there times that we overlook parts of a candidates background, experience, education, and capabilities because we just really want to hire that person based on perhaps their personality. Realistically, what we would like is someone who fits both the job and the organization, and so to think about then is it better to have one or the other maybe isn't the right question. How do we find someone who fits both the job and within the organization? So to have effective selection criteria we need to look at multiple categories. Organizational strategy, core competencies, the culture of the organization, and of course the foundational piece of the job analysis and job description. To really understand what we're hiring for we need to analyze all of these different components. The organizational strategy, the core competencies, culture, the job, all of these different components can be effective criteria that you use to consider a candidate. So, one organization that really looks at several layers of a candidate is Google, and I'm going to share with you what their espoused criteria is for a really solid candidate according to their website. So the first one general cognitive ability that is thinking about how do you think about things? They're less concerned about grades, transcripts, GPAs, and more on how do you think, how do you solve problems? What sort of insight would you bring to the organization? They advise candidates don't get hung up on nailing the right answer. They want to see how you're going to work through the problem. Under leadership they say that they're not necessarily concerned if you've had past leadership experience. They would like to know that you have leadership potential. Under Googleyness that gets to the culture. They want to get a feel for what makes you you. It says here on their website they also want to make sure this is a place you would thrive. So they look for signs around your comfort with ambiguity, your bias to action, and your ability to be collaborative, and role related knowledge. They want people who have a variety of strengths and passions not just an isolated skill set. So you can see here that all of these different components are really what I was talking about in this. It goes back to the idea again, of balance. Balancing the cultural fit, the knowledge skills abilities, and competencies. The hiring for the weaknesses. What does this person have that others don't? Does this person bring something unique to your organization?
