- Posts: 40348
- Joined: Thu, 11 Nov 2004 1:26 pm
- Location: Retired on the Little Red Dot
At first glance I would tend to agree with you, but giving it a little more examination, I find that that may not be true at all. Most companies are already established and if they are out trying to hire expatriates, they they must be fairly reputable to start with.
Anybody, who is applying for a position, in any company, should already have a good idea of the company culture they are applying at. An interviewer will easily get an idea during the interview by a series of hypothetical questions as to how an employee may react to given stimuli. That and a Briggs test would give the company a rough idea of the "fit" that the applicant would make. Why should a company take a gamble on an expatriate hire without trying is fullest to determine a person's fit BEFORE investing a lot of time, energy & money to bring that person to Singapore.
At least that's how operate as an HR manager. I cannot afford the aggro of our end users if I send them the wrong people who just aren't a good fit with our company's culture. Attitude isn't necessarily a "yes" man attitude or a "gung-ho" attitude. These traits are easily spotted in the interview. It goes far deeper than that I assure you.
SOME PEOPLE TRY TO TURN BACK THEIR ODOMETERS. NOT ME. I WANT PEOPLE TO KNOW WHY I LOOK THIS WAY. I'VE TRAVELED A LONG WAY, AND SOME OF THE ROADS WEREN'T PAVED. ~ Will Rogers
- Posts: 85
- Joined: Fri, 26 Feb 2010 9:28 am
- Location: Singapore
Yes, of course a company should do all it can to assess each applicant's suitability ... by interview, tests or whatever. However, what you are really assessing is their "potential" .
You wont know what their real worth is or how they will actually integrate ... until they are put into your company environment.
I've seen quite a few excellent candidates get through the selection process with flying colours ... only to be found wanting when they hit the shop floor. It could have been a less than perfect selection process or it could have been a caustic work environment that ensured their potential wasn't realised ... or it could have been a combination of both.
My point is that you have to attend to both aspects ... the selection and the environment. Any company that's finding great workers are often pulling up stumps ... needs to assess whether they are looking after both of those aspects.
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