Culture is Important in Job Hiring

achievement-adult-agreement-327540

Introduction

Culture matters in job recruitment. Hiring people to fill up vacant positions in the company requires that the new recruit does not only possess the necessary skill and talent for the job but also a “perfect fit” in the company’s organizational culture. Assuming that the applicant has all the qualifications, the primary question a recruiter should ask himself/herself before hiring an applicant must be this: “Can this person, if hired, persist in his/her job despite the negative traits of the company’s culture? Can his/her personality and value system tolerate if s/he discovers the most toxic trait or aspect of the company’s way of life? For instance, if s/he discovers that the company has strong power cliques or lacks career plan, can this new recruit capable of and willing to adjust and stay in the company? Will s/he be loyal in spite of….?

2 Dimensions of Hiring People

men-1979261_640

There are basically two major dimensions of hiring new applicants into the company: the technical and the cultural. The technical dimension includes the educational background, talent, experience and expertise of the applicant for the job. The cultural includes the applicants’ personality, value system, beliefs, attitudes to rules, power and authority or work ethic.The technical aspect is easier to handle than the cultural one. The resume or CV can be an important guide with regard to the technical aspect of the job. But there seems to be no comprehensive guide or tool for the recruiter or interviewer to understand the applicant’s cultural orientation. A well-planned interview guide can probably handle this, revealing the applicant’s basic cultural attitude and value system vis-a-vis the hiring company’ core values. The psychological exams may reveal some aspects of the person’s cultural life but not enough to cover all about the person’s character, value system, disposition, interpersonal skills and attitude towards work: all these are important characteristics which can determine the recruit’s longevity in the company.

The Recruiter Must Have a Sufficient Knowledge of Company’s Culture

adult-agreement-beard-541522

It is difficult for a recruiter to know whether the applicant fits into the company’s culture if s/he is not part of the company or lacks an emic (insider’s knowledge) perspective of the organizational culture of the hiring company. Well, if the position is basically a technical one which doesn’t require much social networking or managing people, this internal knowledge of the corporate culture may not be that necessary. But people are not robots. They react to situations based on their cultural values and beliefs. Most failures in hiring–in a sense that recruits do not stay longer in the company–is probably due to lack of sufficient knowledge of the recruiter about the organizational culture of the hiring company. In this sense, the hiring company is accepting people who are technically capable but incompatible to its overall cultural mold. The result: fast turnovers due to cultural incompatibility between the new recruits’ cultural orientation and the cultural expectations of the hiring company.

Fast turnovers in the company’s hiring can therefore be an indicator of a mismatch between the recruit’s cultural values and the company’s organizational culture. And ultimately, the recruiting team can take the blame for hiring people whose cultural and mental frames as well as corporate values are in conflict with those of the company. The technical aspect of the job may be a perfect match but not the value system of the new employee and that of the hiring company.

Final Reminder

Remember: Hiring is like finding a missing spare part of a particular brand of car. The recruiter may find a spare part similar to the original one but not in design and brand; thus, it will never fit into the car system. It will only damage the car. Thus, if the cultural orientation and value system of the newly-hired employee do not jibe with that of the company’s culture, s/he never fit into the firm’s cultural system. S/he can only cause harm rather improve the brand and productivity of the company. It is therefore important that the recruiter knows the brand and make of the car in order that s/he can spot and buy the correct spare part for the car. The ideal recruiter is one who knows the “basic parts and their interdependence in the entire system” of the hiring company.

Photo credit: Pexels.com

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Rumors and Fake News as “Improvised” News

fake news GIFrose mcgowan rumor GIF

Rumors are often believed by people to flourish in an environment of news blackouts and information famines, and thus, assumed to them diminish in an era of information overload. But the opposite seems to be the case. In contemporary information society, rumors seem to arise not from lack of information, but from an information overload (Kimmel, 2004).

coding the matrix GIF

In today’s globalization age characterized by liquidity and flows, information has become “liquid” and can swiftly penetrate the various domains of social life (Ritzer, 2010). Liquidity is a metaphor used by some globalists to explain the growing flexibility and mobility of things that is brought about by the current processes of globalization.

information GIF

Liquidity simply means that things, information and places are increasingly becoming light and thus easy to move from one location to another. Like water, “liquids” can easily “flow” to different locations with the capacity to change their form in order to adapt to the environment.

phoebe buffay GIF

With today’s globalization and technological innovation, almost all things have become so fluid and light that they travel in various spaces in blinding speed. In a similar manner, news, “fake news,” “alternative facts,” e-rumors, e-gossip, and other forms of content now mounted on digital and electronic platforms in the cyberspace flow like running water or liquid that penetrates dimensions almost all dimensions of social life. Corporate organizations are not spared from this tsunami of information that besieges the market and the workplace.

speed communication GIF

As information is easily and freely created, traded, edited, and manipulated to suit one’s interests, the veracity of their content declines resulting in the difficulty to know which news are “real,” “fake,” or “improvised” such as rumors and gossip. With information overload and the constant bombardment of the mind with unverified information from the Internet, people are deprived of the luxury of time and immediate means to swiftly investigate whether the posts, news, or information they received from and passed on to other people are totally or partially true or false. This also happens during crisis or emergency situations when information is absent or lacking to ascertain the truth. Knowledge means control. In business settings, sufficient information is good for managers and the corporate organizations they handle to achieve higher productivity and profit.

the rain point GIF by The Rain Netflix

Rumors and gossip do not normally emerge in moments of certainty where the corporate organization runs smoothly, but usually during times of crisis and unexpected change in the day-to-day operations of the company. Thus, rumors usually abound when a business firm faces or experiences bankruptcy, leadership change, mergers, buyouts, financial losses, labor problems or restructuring.

reporting conspiracy theory GIF by Rewire.org

For instance, when Twitter faces a buyout by other firms, rumors spread like a wildfire. When news leaked that Twitter will be the takeover target of the giant companies in September 2016, whispers were immediately and spread in the cyberspace. News spread that the engine company Google (Google parent Alphabet (GOOGL, Tech30), would take over the company, pushing the stock value of Twitter to 20% rise. But since no immediate confirmation came from Google, more speculations arise.

twitter GIF

CNBC mentioned that the business software company Salesforce.com might also be looking to buy Twitter, but no clarification what benefits Twitter would bring to this transaction. Later, other rumors surfaced that Verizon (VZ, Tech30) might be bidding for Twitter as well, but Verizon denied the speculation. Since no accurate information to rely on of who would buy Twitter, the rumors continued.

twitter omg GIF

The Media companies News Corp (NWSA) and 21st Century Fox (FOXA) — both controlled by Rupert Murdoch — have been cited as possible Twitter acquirers too. So has NBC parent company Comcast (CMCSA) as well as the Saudi Prince Alwaleed bin Talal and former Microsoft CEO Steve Ballmer — who are two of Twitter’s largest shareholders — could team up to take the company private. Again, in the absence of certainty, more rumors surfaced saying that the influential Silicon Valley investors Marc Andreessen and Silver Lake Partners could team up to buy Twitter and so on (La Monica, 2016, 23 Sep).

This case of Twitter buyout shows that rumors can immediately spin and become uncontrollable if no convincing and reliable information is available.

reporting conspiracy theory GIF by Rewire.org

The sociologist Tomatsu Shibutani notes that rumors or other forms of unverified information or “fake news” arise from uncertainty, from the absence of context and concrete information by which those affected by a crisis may understand its significance:

has the perfect guy GIF

“When activity is interrupted for want of adequate information, frustrated [people] must piece together some kind of definition, and rumor is the collective transaction through which they try to fill this gap. Far from being pathological, rumor is part and parcel of the efforts of [people] to come to terms with the exigencies of life (Doorley & Garcia, 2007).”

fix this star wars GIF by Hyper RPG

Thus, rumors  for Shibutani are “improvised news,” a tentative information created by people who are affected by uncertainty in order to gain control and to make sense of ambiguous situations or crises.

GIF Credits: Giphy.com

Thank you for reading this post. subscribe or follow this blog for more updates.

About the Author:

Dr. Vivencio (Ven) O. Ballano is Associate Professor V of the Sociology Department of the Polytechnic University of the Philippines (PUP) in Manila. In 2011, he obtained his doctoral degree in Sociology from the Ateneo de Manila University. He was chosen Post-Doctoral Research Fellow of the Southeast Asian Studies Research Exchange Program (SEASREP). He is the author of the book Sociological Perspectives on Media Piracy in the Philippines and Vietnam published by Springer Singapore in 2016. Dr. Ballano’s specialized areas of teaching and research include sociology of law, religion, disaster management, corporate organization, and the Catholic Social Teaching. His current projects and interests include writing monographs and articles on rumors and gossip in corporate settings and the Catholic Social Teaching, as well as doing sociological research on film piracy and illegal camcording in the Philippines.

Continue reading “Rumors and Fake News as “Improvised” News”

Rumors and Fake News as “Improvised” News

 

fake news GIFrose mcgowan rumor GIF

Rumors are often believed by people to flourish in an environment of news blackouts and information famines, and thus, assumed to them diminish in an era of information overload. But the opposite seems to be the case. In contemporary information society, rumors seem to arise not from lack of information, but from an information overload (Kimmel, 2004).

coding the matrix GIF

In today’s globalization age characterized by liquidity and flows, information has become “liquid” and can swiftly penetrate the various domains of social life (Ritzer, 2010). Liquidity is a metaphor used by some globalists to explain the growing flexibility and mobility of things that is brought about by the current processes of globalization.

information GIF

Liquidity simply means that things, information and places are increasingly becoming light and thus easy to move from one location to another. Like water, “liquids” can easily “flow” to different locations with the capacity to change their form in order to adapt to the environment.

phoebe buffay GIF

With today’s globalization and technological innovation, almost all things have become so fluid and light that they travel in various spaces in blinding speed. In a similar manner, news, “fake news,” “alternative facts,” e-rumors, e-gossip, and other forms of content now mounted on digital and electronic platforms in the cyberspace flow like running water or liquid that penetrates dimensions almost all dimensions of social life. Corporate organizations are not spared from this tsunami of information that besieges the market and the workplace.

speed communication GIF

As information is easily and freely created, traded, edited, and manipulated to suit one’s interests, the veracity of their content declines resulting in the difficulty to know which news are “real,” “fake,” or “improvised” such as rumors and gossip. With information overload and the constant bombardment of the mind with unverified information from the Internet, people are deprived of the luxury of time and immediate means to swiftly investigate whether the posts, news, or information they received from and passed on to other people are totally or partially true or false. This also happens during crisis or emergency situations when information is absent or lacking to ascertain the truth. Knowledge means control. In business settings, sufficient information is good for managers and the corporate organizations they handle to achieve higher productivity and profit.

the rain point GIF by The Rain Netflix

Rumors and gossip do not normally emerge in moments of certainty where the corporate organization runs smoothly, but usually during times of crisis and unexpected change in the day-to-day operations of the company. Thus, rumors usually abound when a business firm faces or experiences bankruptcy, leadership change, mergers, buyouts, financial losses, labor problems or restructuring.

reporting conspiracy theory GIF by Rewire.org

For instance, when Twitter faces a buyout by other firms, rumors spread like a wildfire. When news leaked that Twitter will be the takeover target of the giant companies in September 2016, whispers were immediately and spread in the cyberspace. News spread that the engine company Google (Google parent Alphabet (GOOGL, Tech30), would take over the company, pushing the stock value of Twitter to 20% rise. But since no immediate confirmation came from Google, more speculations arise.

twitter GIF

CNBC mentioned that the business software company Salesforce.com might also be looking to buy Twitter, but no clarification what benefits Twitter would bring to this transaction. Later, other rumors surfaced that Verizon (VZ, Tech30) might be bidding for Twitter as well, but Verizon denied the speculation. Since no accurate information to rely on of who would buy Twitter, the rumors continued.

twitter omg GIF

The Media companies News Corp (NWSA) and 21st Century Fox (FOXA) — both controlled by Rupert Murdoch — have been cited as possible Twitter acquirers too. So has NBC parent company Comcast (CMCSA) as well as the Saudi Prince Alwaleed bin Talal and former Microsoft CEO Steve Ballmer — who are two of Twitter’s largest shareholders — could team up to take the company private. Again, in the absence of certainty, more rumors surfaced saying that the influential Silicon Valley investors Marc Andreessen and Silver Lake Partners could team up to buy Twitter and so on (La Monica, 2016, 23 Sep).

This case of Twitter buyout shows that rumors can immediately spin and become uncontrollable if no convincing and reliable information is available.

reporting conspiracy theory GIF by Rewire.org

The sociologist Tomatsu Shibutani notes that rumors or other forms of unverified information or “fake news” arise from uncertainty, from the absence of context and concrete information by which those affected by a crisis may understand its significance:

 

has the perfect guy GIF

“When activity is interrupted for want of adequate information, frustrated [people] must piece together some kind of definition, and rumor is the collective transaction through which they try to fill this gap. Far from being pathological, rumor is part and parcel of the efforts of [people] to come to terms with the exigencies of life (Doorley & Garcia, 2007).”

fix this star wars GIF by Hyper RPG

Thus, rumors  for Shibutani are “improvised news,” a tentative information created by people who are affected by uncertainty in order to gain control and to make sense of ambiguous situations or crises.

GIF Credits: Giphy.com

Thank you for reading this post. subscribe or follow this blog for more updates.

 

About the Author:

Dr. Vivencio (Ven) O. Ballano is Associate Professor V of the Sociology Department of the Polytechnic University of the Philippines (PUP) in Manila. In 2011, he obtained his doctoral degree in Sociology from the Ateneo de Manila University. He was chosen Post-Doctoral Research Fellow of the Southeast Asian Studies Research Exchange Program (SEASREP). He is the author of the book Sociological Perspectives on Media Piracy in the Philippines and Vietnam published by Springer Singapore in 2016. Dr. Ballano’s specialized areas of teaching and research include sociology of law, religion, disaster management, corporate organization, and the Catholic Social Teaching. His current projects and interests include writing monographs and articles on rumors and gossip in corporate settings and the Catholic Social Teaching, as well as doing sociological research on film piracy and illegal camcording in the Philippines.

Continue reading “Rumors and Fake News as “Improvised” News”

Culture is Important in Job Hiring

achievement-adult-agreement-327540

Introduction

Culture matters in job recruitment. Hiring people to fill up vacant positions in the company requires that the new recruit does not only possess the necessary skill and talent for the job but also a “perfect fit” in the company’s organizational culture. Assuming that the applicant has all the qualifications, the primary question a recruiter should ask himself/herself before hiring an applicant must be this: “Can this person, if hired, persist in his/her job despite the negative traits of the company’s culture? Can his/her personality and value system tolerate if s/he discovers the most toxic trait or aspect of the company’s way of life? For instance, if s/he discovers that the company has strong power cliques or lacks career plan, can this new recruit capable of and willing to adjust and stay in the company? Will s/he be loyal in spite of….?

2 Dimensions of Hiring People

men-1979261_640

There are basically two major dimensions of hiring new applicants into the company: the technical and the cultural. The technical dimension includes the educational background, talent, experience and expertise of the applicant for the job. The cultural includes the applicants’ personality, value system, beliefs, attitudes to rules, power and authority or work ethic.The technical aspect is easier to handle than the cultural one. The resume or CV can be an important guide with regard to the technical aspect of the job. But there seems to be no comprehensive guide or tool for the recruiter or interviewer to understand the applicant’s cultural orientation. A well-planned interview guide can probably handle this, revealing the applicant’s basic cultural attitude and value system vis-a-vis the hiring company’ core values. The psychological exams may reveal some aspects of the person’s cultural life but not enough to cover all about the person’s character, value system, disposition, interpersonal skills and attitude towards work: all these are important characteristics which can determine the recruit’s longevity in the company.

The Recruiter Must Have a Sufficient Knowledge of Company’s Culture

adult-agreement-beard-541522

It is difficult for a recruiter to know whether the applicant fits into the company’s culture if s/he is not part of the company or lacks an emic (insider’s knowledge) perspective of the organizational culture of the hiring company. Well, if the position is basically a technical one which doesn’t require much social networking or managing people, this internal knowledge of the corporate culture may not be that necessary. But people are not robots. They react to situations based on their cultural values and beliefs. Most failures in hiring–in a sense that recruits do not stay longer in the company–is probably due to lack of sufficient knowledge of the recruiter about the organizational culture of the hiring company. In this sense, the hiring company is accepting people who are technically capable but incompatible to its overall cultural mold. The result: fast turnovers due to cultural incompatibility between the new recruits’ cultural orientation and the cultural expectations of the hiring company.

Fast turnovers in the company’s hiring can therefore be an indicator of a mismatch between the recruit’s cultural values and the company’s organizational culture. And ultimately, the recruiting team can take the blame for hiring people whose cultural and mental frames as well as corporate values are in conflict with those of the company. The technical aspect of the job may be a perfect match but not the value system of the new employee and that of the hiring company.

Final Reminder

Remember: Hiring is like finding a missing spare part of a particular brand of car. The recruiter may find a spare part similar to the original one but not in design and brand; thus, it will never fit into the car system. It will only damage the car. Thus, if the cultural orientation and value system of the newly-hired employee do not jibe with that of the company’s culture, s/he never fit into the firm’s cultural system. S/he can only cause harm rather improve the brand and productivity of the company. It is therefore important that the recruiter knows the brand and make of the car in order that s/he can spot and buy the correct spare part for the car. The ideal recruiter is one who knows the “basic parts and their interdependence in the entire system” of the hiring company.

Photo credit: Pexels.com

Thank you for reading this post. Sign up with our newsletter or follow this blog via email for more updates.

Culture is Important in Job Hiring

achievement-adult-agreement-327540

Introduction

Culture matters in job recruitment. Hiring people to fill up vacant positions in the company requires that the new recruit does not only possess the necessary skill and talent for the job but also a “perfect fit” in the company’s organizational culture. Assuming that the applicant has all the qualifications, the primary question a recruiter should ask himself/herself before hiring an applicant must be this: “Can this person, if hired, persist in his/her job despite the negative traits of the company’s culture? Can his/her personality and value system tolerate if s/he discovers the most toxic trait or aspect of the company’s way of life? For instance, if s/he discovers that the company has strong power cliques or lacks career plan, can this new recruit capable of and willing to adjust and stay in the company? Will s/he be loyal in spite of….?

2 Dimensions of Hiring People

men-1979261_640

There are basically two major dimensions of hiring new applicants into the company: the technical and the cultural. The technical dimension includes the educational background, talent, experience and expertise of the applicant for the job. The cultural includes the applicants’ personality, value system, beliefs, attitudes to rules, power and authority or work ethic.The technical aspect is easier to handle than the cultural one. The resume or CV can be an important guide with regard to the technical aspect of the job. But there seems to be no comprehensive guide or tool for the recruiter or interviewer to understand the applicant’s cultural orientation. A well-planned interview guide can probably handle this, revealing the applicant’s basic cultural attitude and value system vis-a-vis the hiring company’ core values. The psychological exams may reveal some aspects of the person’s cultural life but not enough to cover all about the person’s character, value system, disposition, interpersonal skills and attitude towards work: all these are important characteristics which can determine the recruit’s longevity in the company.

The Recruiter Must Have a Sufficient Knowledge of Company’s Culture

adult-agreement-beard-541522

It is difficult for a recruiter to know whether the applicant fits into the company’s culture if s/he is not part of the company or lacks an emic (insider’s knowledge) perspective of the organizational culture of the hiring company. Well, if the position is basically a technical one which doesn’t require much social networking or managing people, this internal knowledge of the corporate culture may not be that necessary. But people are not robots. They react to situations based on their cultural values and beliefs. Most failures in hiring–in a sense that recruits do not stay longer in the company–is probably due to lack of sufficient knowledge of the recruiter about the organizational culture of the hiring company. In this sense, the hiring company is accepting people who are technically capable but incompatible to its overall cultural mold. The result: fast turnovers due to cultural incompatibility between the new recruits’ cultural orientation and the cultural expectations of the hiring company.

Fast turnovers in the company’s hiring can therefore be an indicator of a mismatch between the recruit’s cultural values and the company’s organizational culture. And ultimately, the recruiting team can take the blame for hiring people whose cultural and mental frames as well as corporate values are in conflict with those of the company. The technical aspect of the job may be a perfect match but not the value system of the new employee and that of the hiring company.

Final Reminder

Remember: Hiring is like finding a missing spare part of a particular brand of car. The recruiter may find a spare part similar to the original one but not in design and brand; thus, it will never fit into the car system. It will only damage the car. Thus, if the cultural orientation and value system of the newly-hired employee do not jibe with that of the company’s culture, s/he never fit into the firm’s cultural system. S/he can only cause harm rather improve the brand and productivity of the company. It is therefore important that the recruiter knows the brand and make of the car in order that s/he can spot and buy the correct spare part for the car. The ideal recruiter is one who knows the “basic parts and their interdependence in the entire system” of the hiring company.

Photo credit: Pexels.com

Thank you for reading this post. Sign up with our newsletter or follow this blog via email for more updates.