Lie Or Not Lie: the conundrum of HR
Covered measures decade of theory and experts in the field of Human Resources did consume millions of cubic meters of timber, secondary raw materials to produce pulp for paper manufacturing industry, to write thick books proclaim the advice of intelligent beings that it is that whenever someone applying for a job at the same place and such a place this place and be invited to interview, then do not be foolish to say that anything bad about the current or previous boss around. In fact, the only type of group counseling such as those with practical experience than himself both surprised and laughed roll to die! European and American intellectuals worldwide galaxy advised to lie it? Violates the ethical principles concerning fundamental ways of working postures, which are: to lie before the company's leadership at the time of the interview is never the way to gaining a good salary job! Therefore, there is a liar or not has become a problem of personnel over the years especially referring Ang Asian employers in implementing the relevant responsibilities.
First, to clarify the meaning difference between (a) tell the truth about the bad things of the current or previous employer, and (b) toxic poison mouth bad mouth he said, but the latter is never the proper dignity ! If the boss is really good, so this candidate hand back money go? Turns out he or she is the living life trivial call of metal chasing cent? Or he / she likes irresponsible behavior should vu jumped from this company over other companies year-round? Or he / she can be fired forever chasing the cancellation because of an issue of ethics, conflict of interest or disciplinary reasons? Those seriously minded might fall asleep while listening to nice flowery words from his mouth he gave the emotional reasons for the cheery thought that person, such as certain as I think of looking there for new job more challenging, yet I want to serve a multinational company full of opportunities for me to develop myself, what is ... what is ..., for whether current or former boss of mine and his company very well, supposedly very good, all going well.
to prove that he is a subject of confidence, job applicants should tell the truth to calm demeanor static and autonomy, as if information about such truths is evident that the labor market is hardly anyone who did not know. If applying for jobs that succumbed to some frivolous advice of European and American scholars and then lied about the myth of good things for all the lousy real nest only shows the speaker (a) no ethics, (b) insults the interviewer because of your head that that HR professionals prefer to hear the lies presets, and (c) encourage voluntary or given to the interviewer or the boss of the new company the absolute authority allowed evil unloading ignoble role in the future for people who are job based on the default guarantee that the secrets of medicine that will never be disclosed to medical boss at work next The next company. The applicants have used this type of negative way, given you have-can-the-boss-of-your negative belief that the negative behavior of the boss is the boss joyfully accepted will safely transport operating company with a negative manner without the slightest fear what tomorrow to even place legal proceedings or punishment for his negative behavior.
while the sages of heaven promoting European states long occasional dad slid in hard leather bound books or textbooks are blindly followed and applied by most HR professionals, HR professionals are in Vietnam to design their own methods selection and recruitment through interviews with candidates inner confidence encouraged comfortable talking about the so-called misery endured - if any - of the company boss in the current or previous , which will recognize the surprising efficiency follows:
1) In terms of psychology, candidates may yet have to endure these things - if, indeed, experienced - and thus escape the negative burden to have better morale, healthier working environment in case of new recruits into the company;
2) From the above results, the experts interviewed could learn at least something where each candidate's personality, strengths and weaknesses of the person in the face of tough conditions reality, from which a selection decision will be made easier;
3) from the above results, the expert interviews can know what the exercise of a boss where staff are generally the most hated, which led to the disastrous decline in both sales and workforce retention rates in the company, from which the expert interviews finishing skilled and professional independent HR consulting their own;
4) the last but not least, here is the specialist recruitment interviews can be right personnel for the right managers ha
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