More courage for personnel decisions against the CV and for humans: the limits of objectivity


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Personnel responsible for the decision often lack courage. These are qualitative approaches that make personnel decisions successful.

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Dirk Ohlmeier photo - Dirk OhlmeierDirk Ohlmeier is Headhunter, Personalberater and Managing Director of Ethos Human Recruitment GmbH.

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Unsuccessful recruitment

Anyone who relies on factual and professional criteria in personnel work when recruiting and selecting the "right candidate" and neglects the person and all their personality traits and values, will recruit unsuccessfully in the long term.

Just as a shared flat does not let its vacant room at will, so in "work groups" the rational and objective personnel decision does not lead to success alone. The new “roommate” must fit into the team and be put through its paces so that everyone benefits in the long term.

Something does not fit

When CompanyAfter a long unsuccessful search, approaching HR consultants, they often know that something is not right, they just can not formulate the problem and are a long way from the solution.

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Objective criteria such as those revealed to one of the CVs reach their limits in practice. Subjective categories such as personality and talent are equally important for the selection process.

In practice, the appearance and the firm pressure of an applicant seem to convey more of his attitudes than the best testimony.

Technical and human aspects

Entrepreneurs know this and have the courage to make decisions that take into account aspects as well as interpersonal aspects.

Managers evaluate these subjective personality characteristics as arbitrary and neglect mostly their effectiveness, due to lack of measurability and comparability, or have not the courage to recognize these criteria as equal.

Quantitative criteria for hedging

You have to "secure" yourself. Final grades can be put in relation, personal impressions often cannot even be put into words, let alone conveyed argumentatively.

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The orientation towards quantitative criteria in the selection process even increases with the increasing size of the company and decentralization of the personnel work.

However, the relevance of the person and his values ​​becomes more important when one realizes that candidates are increasingly not choosing companies for brands, salary packages and titles.

Decisions are subjective

Their decisions are subjective, that is, inward-oriented and based on their individual needs, values ​​and lifestyle. General social changes, which place the subject at the center, have long since reached the working world.

Qualitative personnel consulting puts people, both candidates and entrepreneurs, department heads and their team in the focus of the search and reacts, especially against the background of dwindling professionals, to this inevitable paradigm shift.

Even if it seems trivial: Good recruiting means more than just matching requirements and occupying vacant positions somehow: It always depends on the people and their values.

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Courage for re-personalization

This statement seems banal in the placement of “people”, but in practice we are often faced with the challenge that we have to sensitize managers to the importance of qualitative criteria for the selection of the “suitable” employee. ” HR work requires more courage to re-personalize.

With expert and specialist moves in advisors, departments and decentralization of decisions, we are increasingly facing department heads and business leaders who are trying to recruit the right people.

quality not quantity

Unfortunately, internal structures often make it impossible for them. Because external recruitment often only increases the number of applicants, but does not lead to the qualitatively “suitable”.

The idea of ​​looking at working life apart from life is a hindrance, but both are approaching more and more and are increasingly subject to internal assessments in our society.

Work = life

The new department head is certainly looking for a company that offers him new professional challenges. But he also focuses on a team in which he feels “most comfortable”.

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For the candidate qualitative criteria have long played a role in decision-making. Work is no longer just the place of livelihood, but also the space of individual interests and self-realization.

Qualitative procedures as a basis for personnel decisions

How are these subjective requirements for the new company to be determined and evaluated?

Qualitative procedures, which focus on understanding the objectives of the company and the applicant, focus on individual motivations and needs and are the basis for the right personnel decision.

Advantages of qualitative personnel selection

The qualitative, understanding approach of employee recruitment offers long-term advantages for the company:

  1. Reduction of turnover
  2. Increase employee identification
  3. Building teams for tomorrow

What should managers do?

These results call for managers to engage in the recruitment process:

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  1. Personal recording of the status quo; How does your company tick?
  2. Formulation, who suits you?
  3. Record the technical target / optional criteria.
  4. Concreting the requirements in relation to the candidates on the market.
  5. Make compromises to make decisions.

From life to man

The CV, as a short version of the applicant's professional career, is nothing more or less than an abstract, behind which the concrete “right” candidate is hidden.

Qualitative personnel consulting goes into the depths and covers the potential for companies. As in life, it also applies to recruiting staff: People choose people.


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  1. Arwed Röhrdanz

    Who or what should be pointed out? It is courage to cross your own courage.
    Unfortunately, not everyone feels called to stand up against Goliath as David, forcing him to hold on to the prescribed limits. Too bad.
    It really takes courage to also confirm his decision with a smile.

    • Simone Janson

      Hello Mr. Röhrdanz, that pleases me: courage also confirm its decisions with a smile. Thanks for this comment.

  2. The talent workers

    RT @upo_recruiting: Recruiting competence? Managers evaluate personality traits as arbitrary & negligible
    - Exciting contributionXPfq7tXB ...

  3. recruiting success

    RT @upo_recruiting: Recruiting competence? Managers evaluate personality traits as arbitrary & negligible
    - Exciting contributionXPfq7tXB ...

  4. Dr. Böck upo

    Recruiting skills ??? Managers evaluate personality traits as arbitrary & negligible
    via @mediaintown

  5. mediaintown

    More courage for good personnel decisions - that's what Dirk Ohlmeier calls for @Berufebilder:

  6. Monika B. Paitl

    RT @SimoneJanson: Good Personnel Decisions Need Courage - 1 / 2: The Limits of Objectivity -

  7. Boris-A. Beissner

    ": Good personnel decisions need courage - 1 / 2: The limits of objectivity - - Exciting contributionSE71iYJ44g "It takes courage!

  8. Competencepartner

    Good Personnel Decisions Need Courage - 1 / 2: The Limits of Objectivity: Personnel Responsibility ... # Profession # Education

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