Standard Questionnaire or … ?
© Copyright Frank D. Kanu 2000-2008
Lately more and more people tell me that they do not understand the sense of the questionnaires they have to take when applying for a job.
Many of the complaints are based on the fact that
We all know that teams only work properly when the personalities of the team members are a fit. But a great many of the interviews done only look at keywords and the ability to memorize. While that might be important for some jobs, it sure isn’t for all.
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Lately more and more people tell me that they do not understand the sense of the questionnaires they have to take when applying for a job.
Many of the complaints are based on the fact that
- there are incomplete descriptions of the situation which makes it almost impossible to answer properly.
- the questionnaires are written for a person with an education that would immediately disqualify you for the position in question.
We all know that teams only work properly when the personalities of the team members are a fit. But a great many of the interviews done only look at keywords and the ability to memorize. While that might be important for some jobs, it sure isn’t for all.
Of course it does cost money and time to meet with the potential employee face to face—but doesn’t it cost way more to hire the wrong person for the job?
Are standard questionnaires and keywords more important to you than personalities?
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