Hiring: subjective selection factors

Candidates for a job are not only judged by their skills and experience… A survey conducted by CareerBuilder among 2,076 HR professionals in the United States shows that recruiters take into account rather original factors when they have to decide between two equal candidates.



27% of recruiters say they prefer the candidate with a better sense of humour and 26% would choose one who is committed to his community. 22% of them would tend to make their choice the best dressed candidate and 13% the one in better physical shape. 21% of HR managers lean towards the one for whom they have the most points in common.

Next, to a lesser extent, is knowledge of business and popular culture (8%), involvement in social media (7%) and knowledge of sports (4%). Many more or less subjective and original points are used to evaluate the potential for candidates to adapt to the work environment offered by the employer, according to Rosemary Haefner, Vice President of Human Resources at CareerBuilder,

Promotion the test of behaviour

Once hired, employees are also subject to assessment when seeking a promotion. Although 33% of employers tend to change those who have already given an oral request, many of them at this time consider elements related to behaviour.

Factors that can play against employees are: refusing to perform tasks (71%), lateness (69%), lying (68%), claiming a colleague’s merits (64%), repeatedly leaving the office early (55%), taking liberties with expenses made on behalf of the company (55%).

Finally, promotions are more difficult to obtain for employees who gossip (46% of employers), who do not dress professionally (35%), who swear (30%), who stay silent during meetings (22%), who have cried at the workplace (9%) or for those who have had an affair with a colleague (8%).

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