Love this Joel! I’m all for using these inventories to better understand people, but it bothers me when organizations or interviewers use them to exclude candidates. Reducing someone to a personality type and making hiring decisions based on that alone is shortsighted. It assumes that certain traits automatically make someone a bad fit, when in reality, great hires can come in all different forms.
Thanks! Yeah, I think that's lazy when companies hire that way. Some of the best hires I’ve made have been people who didn’t "fit the mold" but still brought critical strengths to the team.
It is a great sharing. Corporate governance is an art. Does this quality of compassion (or better word) work effective across various sectors, if we consider contrasting sectors such as Defense and Customer service? And, how does this trait manifest in large organizations with thousands of employees, and what steps should a CEO take to truly understand employees?
Love this Joel! I’m all for using these inventories to better understand people, but it bothers me when organizations or interviewers use them to exclude candidates. Reducing someone to a personality type and making hiring decisions based on that alone is shortsighted. It assumes that certain traits automatically make someone a bad fit, when in reality, great hires can come in all different forms.
Thanks! Yeah, I think that's lazy when companies hire that way. Some of the best hires I’ve made have been people who didn’t "fit the mold" but still brought critical strengths to the team.
This is "wow," Joel. Great piece and insights.
Thanks!
It is a great sharing. Corporate governance is an art. Does this quality of compassion (or better word) work effective across various sectors, if we consider contrasting sectors such as Defense and Customer service? And, how does this trait manifest in large organizations with thousands of employees, and what steps should a CEO take to truly understand employees?