Page 149 - Company Excellence

Company Excellence through Matching in Recruiting

competencies are given. These findings are confirmed in one or more
personal interviews and, if necessary, put into perspective or revised.
There is no need to go into detail here about how a job interview
should proceed. What I would like to sensitize you to:

Always pay attention to the matching point of view,
indeed, prioritize it! Do not be satisfied with, for example
detailed statements about the personality structure to be
able to make. Always also ask: Is there a fit in this respect?
a fit? Does the personality structure fit in with us, the
department department, to the team, to the colleagues?

This attitude helps everyone involved: If an applicant's personality and
behaviors do not match the job to a large extent - and vice versa - it
is probably pointless to even attempt to match things that cannot grow
together. In other words, if personality and behaviors do not match
the job to be filled, an employee would have to make an above-
average effort to do the job satisfactorily. He or she will probably not
be able to do the job as well as someone whose preferences fit the
job exactly. That is why it is of im- portant importance to build up the
application process in a multiform and multidimensional way. The
more opportunities there are to match and make statements about the
degree of matching in the run-up to actual hiring, the greater the
probability that what belongs together will come together.

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