In traditional lists of personal qualities, requirements for candidates are not clearly specified. The
standard list includes: communication skills, purposefulness, teamwork abilities, workability,
organization skills, etc. Most candidates who register at a recruitment company seem to have all
these qualities, but according to the psychologists, for example, purposeful and independent people
are not characterized by punctuality, so it is wrong to require those qualities in the same job
advertisement. Quite often, employers are not very careful in making a list of personal qualities. For
example, it is not necessary to require a crisis manager to be punctual and responsive, because
the advertisement will be responded by people who coordinate their every step with the director,
which is wrong in a crisis situation.
It cannot be said that giving preference to certain personal qualities is wrong; for example, it may be a justification for rejecting a candidate like any other requirement in the contract.
During the interview it is sometimes clear that the candidate has the mentioned professional qualities, but does not correspond to the corporate culture of the company. In such cases, one can justify the rejection on the basis of personal qualities.
However, the practice of making a list of personal qualities desired by most companies is now rarely used. Foreign companies, as a rule, talk about the future responsibilities of candidates, as well as about the company itself. It is better to do this through a description of the corporate culture. For example: "A dynamically developing company, that requires high involvement from a young team." This immediately shows that they need young, hardworking people. Although, the personnel policy of some companies requires a constant stream of new candidates, and the extensive requirements sometimes only help in this case.
It cannot be said that giving preference to certain personal qualities is wrong; for example, it may be a justification for rejecting a candidate like any other requirement in the contract.
During the interview it is sometimes clear that the candidate has the mentioned professional qualities, but does not correspond to the corporate culture of the company. In such cases, one can justify the rejection on the basis of personal qualities.
However, the practice of making a list of personal qualities desired by most companies is now rarely used. Foreign companies, as a rule, talk about the future responsibilities of candidates, as well as about the company itself. It is better to do this through a description of the corporate culture. For example: "A dynamically developing company, that requires high involvement from a young team." This immediately shows that they need young, hardworking people. Although, the personnel policy of some companies requires a constant stream of new candidates, and the extensive requirements sometimes only help in this case.
