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Don’t Let Emotions Interfere With Your Hiring Practices June 2, 2014

Posted by Darwin in Uncategorized.
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The entire hiring gambit, on most occasions, slants toward the ‘instincts’ of the hiring manager more than qualifications. When asked about this, most people use social ‘cocktailing’ as a scale to weigh the probability of hires.

Pretend the prospective employee is of legal drinking age. A lot of hidden interviews begin with the casual drinking test. The approach you take is to ask yourself this: would you be able to take an evening out with this person and have a drink – alcoholic or non-alcoholic – with them without cringing or becoming exasperated? If you can’t stand to be in their presence for five minutes, not even to have a soda, then chances are they won’t be able to work for you.

You don’t have to literally go out and drink with them; this is just a prime example of what it would be like to have them around you and to find out if you can work with them or not.

If the person in question passes the ‘social drinking’ test the second step is to make sure they want to work with you. The main thing to help them overcome is the fear factor. Would-be hires may have misgivings about the longevity of the offered position. They may not be willing to sacrifice the comfort of what they have to get something they’re not sure of. These concerns are reasonable enough, but let’s look at another angle.

Eric Lunt, CTO for Bright Tag suggests focusing on the danger of over complaisance in a job as opposed to risky start-ups. As comfortable as a candidate is on their present job they could be in danger of losing it. Not taking chances could cost you your dreams.

Commentary 

I have never read a better example of using socializing instincts as related to the job search in my life. Fiction can become a fact. I went out with a group of people and was singled out with one in particular. This person had the worst table manners I had ever witnessed. Over time, I discovered that their personal and vocational standards weren’t that hot either. If the author feels the ‘cocktail test’ is a good way to screen would-be hires, than I totally agree. The relaxing atmosphere brings out the best/worst in a person.

The fear factor is completely understandable and I’m sure all of us have been there, however, getting too comfortable on the job could be an indication that things aren’t moving in the right direction. Ask the hire If they are ‘content’ on the job instead of ‘steadily motivated.’ If they’re just content, try to persuade them to take the plunge. What they fear could be their best break yet.

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