Selecting Job Candidates based on Compatibility with Organizational Values

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Selecting Job Candidates based on Compatibility with Organizational Values
Suad F. Al-hawal, Other, Kuwait

There are new selection methods based on the compatibility of the person's values with the organization's values.
To make the best hiring decision, organization must assess to what extent a candidate fits its values (culture).
Traditional selecting systems focus on finding candidates who have the COMPETENCIES necessary to succeed on the job such as candidate’s Knowledge, Skills and Abilities.(KSA)
However, this technique often fails to take into account the work values that define an organization’s CULTURE. For example, VALUES such as embracing change, work ethics and team orientation are not taken into account.

Selection Methods of Candidates in the Modern World
M.A Jama, HR Consultant, South Africa
Yes, it is true, in the past selection methods used to be more focused on key performance areas of the candidates while neglecting the culture fit of both the organisation and the candidate.
However, it is still imperative to base the selection decision on the KPAs through the use of a targeted selection method of interviewing candidates because it causes the candidate to show both knowledge, skills and behavior.
The organizational culture fit can be introspected easily based on the candidate’s behavior.

Selection Methods for Candidates
Sreenivasan, HR Consultant, India
There are two kinds of selection methods, in my opinion:
1. PSYCHOMETRIC METHODS. These often do not give a complete and true picture of a candidate since each method has its own merits and demerits.
2. ASSESSMENT CENTER METHOD, which is closed-ended procedure. Here each method is build in accordance with the position/status. A job description need to be very clearly defined. For example, in-basket method, case analysis etc., would be very useful. Training to line managers is very important.
Nevertheless, background check with a structured questionnaire will reveal a lot about a candidate.

Relationship between Personal Values and Personality
Zahra Shaygan, HR Consultant, Iran
Recently I read an article about the nature of the impact of individual values on a range of behavioral outcomes including personality. After analyses, very few significant relationships were found between personality and individual values supporting the existence of a ‘Jingle Fallacy’. It is proposed that the relationship between personality and personal values is more complex and interactive than has previously been suggested by psychologists.
Article: "Exploring the ‘Jingle Fallacy’: a study of personality and values" by Scott Lichtenstein and Malcolm Higgs.

Effect of Personal Values on Organization Climate
chitra, Lecturer, India
The values that a person carries definitely have a impact on the organization climate and thus affecting the work culture. People having good and positive values will be more effective in getting the job done.


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