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HRM CA | 07 Oct 2014, 01:51 PM Agree 0
HR should be using ‘big data’ to help them tune out what applicants are saying, and focus more on how they are saying it.
  • kb | 07 Oct 2014, 03:04 PM Agree 0
    So we shortlist people who are a cultural fit without consideration as to whether or not they have the technical qualifications to do the job. In the same issue you've run this story is another one highlighting the power of diversity...it seems to me that if you screen for cultural fit you are minimizing the opportunity for diversity as well as overlooking job related qualifications...and then how do you defend against a complaint of discrimination in your hiring practices. You won't be able to point to the fact that the successful candidate had a stronger combination of job related skills and experience. I wouldn't want to be in the position of having to do that. I think cultural fit is an important consideration but I think you have to look first to see who has the technical qualifications for the position.
  • Rene | 09 Oct 2014, 09:51 AM Agree 0
    Well said!
  • Mal | 13 Oct 2014, 12:02 AM Agree 0
    I agree with kb.

    I also fail to understand how they can analyse what the applicant is saying, because in a CV one focuses in showcasing their knowledge, skills and ability, they are not writing an essay. Secondly many applicant seek advise from experts to have their resumes written, so it is not them writing their CV This could lead to matching candidates (who have not written their own resume) to a job that might assume they are culturally fit.
    Furthermore, is this an effective method of finding best suitable candidates? Is there a research shown that supports this method of selection and hiring.
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