Speed dating pua questions
The basic process of interviewing candidates for open positions hasn’t changed very much in the last century, despite radical changes in how people socialize and interact both in and out of the workplace.Traditional interviews continue even though no one enjoys them!This is the most relevant example, because accepting a job with an employer is a lot like accepting a spouse in a marriage.Both parties come to the table with expectations, both parties enter into the arrangement voluntarily and can exit at any time, both parties derive benefit from the relationship, and yet both parties remain separate entities continuing to grow/evolve.Brave corporate pioneers include such firms as IBM, Abbott Labs, PNC Financial, Travelodge, Texas Instruments, the Salt River Project, and RBC.The companies use this process for experienced candidates and for college hires.The concept is popular because it allows you to meet and then quickly determine whether an individual fits your selection criteria and is worth the time and the risk involved in an actual one-on-one date.Speed dating advantages include low risks, a brief time commitment for each assessment, and an opportunity to meet and assess a large number of candidates all at once.
Like Gottman’s experience with assessing married couples, many who have found speed dating effective had to complete the process several times to help hone their subconscious mind’s ability to discern what truly leads to success versus what the conscious mind states you should look for.There is little argument that traditional interviews are time-consuming for all parties involved, often repetitive, and highly subjective.If you include the time it takes to write up notes and to debrief the interview team with time actually spent interviewing candidates and multiply that by the number of candidates considered, you would quickly realize what a serious “time drain” interviews are on corporate resources.However, if you pay any attention to the written by Malcolm Gladwell.While there are numerous learnings in the book relevant to HR, one of the most relevant to this discussion is the concept of “thin slicing.” Thin slicing is something we all do every day.
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The conscious mind, on the other hand, is not as methodical, rational, or unbiased.