{"id":1754,"date":"2024-08-24T19:53:44","date_gmt":"2024-08-24T19:53:44","guid":{"rendered":"https:\/\/falkovsky.com\/en\/?p=1754"},"modified":"2024-08-24T19:58:43","modified_gmt":"2024-08-24T19:58:43","slug":"%d1%87%d0%b5%d1%80%d0%bd%d0%be%d0%b2%d0%b8%d0%ba","status":"publish","type":"post","link":"https:\/\/falkovsky.com\/en\/2024\/08\/24\/%d1%87%d0%b5%d1%80%d0%bd%d0%be%d0%b2%d0%b8%d0%ba\/","title":{"rendered":"The candidate selection process in companies at times reminds me of &#8220;The Squid Game&#8221;"},"content":{"rendered":"\n<p>The selection processes of candidates in companies often remind me of a hellish combination of &#8220;What? Where? When?&#8221;, KVN, and the famous South Korean survival series &#8220;Squid Game&#8221;.<\/p>\n\n\n\n<ul>\n<li>Mathematical problems.<\/li>\n<\/ul>\n\n\n\n<ul>\n<li>IQ test.<\/li>\n\n\n\n<li>A psychological questionnaire with 500 questions.<\/li>\n\n\n\n<li>Then a test with a task such as: &#8220;develop a strategy for launching a product on the Latin American market.&#8221;<\/li>\n\n\n\n<li>A questionnaire for the security service with the question: &#8220;Do you suffer from constipation?&#8221; (a real case of a candidate who was applying for the position of deputy director of a store in a federal network).<\/li>\n\n\n\n<li>And for dessert &#8211; a polygraph and &#8220;who are you according to your horoscope.&#8221;<\/li>\n<\/ul>\n\n\n\n<p>&#8220;My most remarkable interview lasted three days. On the first day &#8211; a huge hall of 300-400 people and each has 2 minutes to introduce themselves. After that, 100 remain. Then tests &#8211; 50 remain. On the second day, five specialists play games with us. 10 remain. The third day &#8211; a personal interview and \u2026 an offer of relocation. Which is impossible for me due to family circumstances. Why didn&#8217;t you tell me about this right away?&#8221;<\/p>\n\n\n\n<p>&#8220;I was hired once for 5 months. So long that the top manager changed during this time and we had to start the process over again.&#8221;<\/p>\n\n\n\n<p>Sound familiar?<\/p>\n\n\n\n<p>I get the impression that the selection of a candidate for a company is such a complex multi-level process in which the candidate himself is practically unimportant. As well as the actual filling of the position by a person of the required qualifications.<\/p>\n\n\n\n<p>The bosses write formal replies instead of a search assignment. HR is incredibly active, doing everything &#8220;according to science&#8221; so that the boss can see that the work is in full swing. 500 or more applicants at the first interview. Huge stacks of resumes, multi-level testing, tricky questions for candidates.<\/p>\n\n\n\n<p>How else can we recognize what kind of person came to us for an interview? Really, how??<\/p>\n\n\n\n<p>&#8220;I&#8217;m not an HR, but when I had to recruit a team, I can honestly say that the worst choice was when I chose someone who passed all the tests (we did a test on accounting, transactions, PL, formulas KPI)\u2026.as a result, lately I just ask questions and look at the person &#8211; what kind of mindset, character, is there curiosity, resourcefulness\u2026in general, important human qualities. Knowledge or not knowledge of the wiring is a matter of acquisition and very quickly mastered if you are smart enough to look through Google, a book or not so arrogant to just ask colleagues or management how it is done.&#8221;<\/p>\n\n\n\n<p> Or maybe it&#8217;s true, let&#8217;s start talking with each other like with normal people? <\/p>\n","protected":false},"excerpt":{"rendered":"<p>The selection processes of candidates in companies often remind me of a hellish combination of &#8220;What? Where? When?&#8221;, KVN, and&hellip;<\/p>\n","protected":false},"author":2,"featured_media":1755,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[7],"tags":[62,52],"_links":{"self":[{"href":"https:\/\/falkovsky.com\/en\/wp-json\/wp\/v2\/posts\/1754"}],"collection":[{"href":"https:\/\/falkovsky.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/falkovsky.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/falkovsky.com\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/falkovsky.com\/en\/wp-json\/wp\/v2\/comments?post=1754"}],"version-history":[{"count":2,"href":"https:\/\/falkovsky.com\/en\/wp-json\/wp\/v2\/posts\/1754\/revisions"}],"predecessor-version":[{"id":1758,"href":"https:\/\/falkovsky.com\/en\/wp-json\/wp\/v2\/posts\/1754\/revisions\/1758"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/falkovsky.com\/en\/wp-json\/wp\/v2\/media\/1755"}],"wp:attachment":[{"href":"https:\/\/falkovsky.com\/en\/wp-json\/wp\/v2\/media?parent=1754"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/falkovsky.com\/en\/wp-json\/wp\/v2\/categories?post=1754"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/falkovsky.com\/en\/wp-json\/wp\/v2\/tags?post=1754"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}