With all the recent "personality" and other talk above, go basic facts...to get a job, one must apply and submit a job application or resume. The HR person for the hiring business/company collects the incoming information/documents sent in for the position by prospective applicants. That pile is gleaned through as to those who would qualify for the job via the submitted resume; i.e., if the position is for an airline pilot, resumes submitted by those with no airline pilot experience are removed. The remaining passing group of resumes is reviewed by the main hiring person for the position along with HR. Those chosen get called for the interview that pass the initial screenings. If a signed application is submitted with the resume, the applicant gave permission via the signature for the prospective employer to run a credit/background check as the clause indicating the employer will do that upon signature is listed right in the application. If the prospective employee just submitted a resume and is called in for an interview, an application is always filled out at that time and the prospective employee advised after the interview that they will be contacted later.
After all the above, HR and the main hiring folks involved will glean through their notes from the interviews and determine who they think will best fill the position. Yes things like how one acts, personality, etc. and results of feedback from references is all discussed. Employers are looking for the best "package" in an prospective employee that will be loyal, show up for work each day, and basically make money for the business. If one has a bad past business/work ethic, i.e., missing a lot of days at former jobs, a history of leaving work early/coming in late, etc., etc., that can work against that employee.
If an interviewer/employer does not like what he is seeing/feeling from the person being interviewed, that can have a negative effect on the result inasmuch as that employer could feel that that person just will not fit in, may not do well, and could be a detriment instead of an asset for the company.
Lots involved in most businesses/companies as to picking the right employee. Why do you think they want to interview you in person? :-)
After all the above, HR and the main hiring folks involved will glean through their notes from the interviews and determine who they think will best fill the position. Yes things like how one acts, personality, etc. and results of feedback from references is all discussed. Employers are looking for the best "package" in an prospective employee that will be loyal, show up for work each day, and basically make money for the business. If one has a bad past business/work ethic, i.e., missing a lot of days at former jobs, a history of leaving work early/coming in late, etc., etc., that can work against that employee.
If an interviewer/employer does not like what he is seeing/feeling from the person being interviewed, that can have a negative effect on the result inasmuch as that employer could feel that that person just will not fit in, may not do well, and could be a detriment instead of an asset for the company.
Lots involved in most businesses/companies as to picking the right employee. Why do you think they want to interview you in person? :-)
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