Is that how you envisioned your company culture to be? If the answer is no, then the fault does not lie with the hiring process. It lies with the hiring manager, which needs a version update or a cultural update. It can happen that when tenured managers stay in the company for a long time, they tend to develop their own understanding of how the company culture is and how it should work, how it ought to work, and therefore they look for more people like themselves
shafali anand
@shafali · 3:05
An attitude that made the interviewer feel uncomfortable because they were too smart, because they were too witty. This is actually a fact that somebody who's going to boss over somebody else would always like to have someone who's not as smart or as good as he or she himself or herself. We cannot really change the psychology of people so much. Not everybody is entrepreneurial
So I understand your point, and it's very interesting to me in terms of analyzing the statistics of why top talent is rejected and why top talent is accepted. And the combination of those should give us enough information to judge if the job the organization is doing in terms of hiring talent that could be developed for the long term. It's the correct one. And I think that you have a great point there
Aayan Banerjee
@BasTalk · 4:33
Interviewing experiences are often associated with nervousness, and it was a harrowing experience or so on and so forth for many, right? And that ought to change. And so when we select a particular person, then we become stakeholders and shareholders. And so therefore, it is incumbent upon the team in house to ensure that the person succeeds
