It is thought that employers most of the time must rely on the inner strengths of a candidate rather than their background knowledge and skills regarding the selection of a particular position. While this view has the potential to be true, in certain circumstances, it is arguable.
Under particular conditions, having strong inner characteristics may help a worker to determine the best remedy. For example, when facing a crisis out of nowhere, employees will try to control the situation and will immediately concentrate on tackling the issue. Their vast characteristics, such as patience, resilience, and willpower, facilitate the pressure of a situation. Additionally, people with strong emotional strengths can easily resolve the issue with minimal damage. By addressing the problem in a less harmful manner, they may propose solutions benefiting the company’s long-term outcomes. Therefore, in such cases, personal qualities are essential for selecting a candidate.
On the other hand, I believe that while having strong inner qualities is vital, it may not always be the best indicator of selection. For example, an individual can be patient, confident, and possess great decision-making skills, but they lack the ability to handle the tasks related to coding or mathematics. This may happen due to reasons such as not having experience in a particular field or not attending any courses related to the job requirements. Furthermore, experienced employees may offer effective strategies due to their background knowledge. Their familiarity with industry practices and challenges enables them to provide innovative solutions that can significantly enhance productivity and the overall performance of the organization.
In conclusion, while it is crucial for employees to consider the personal strengths of a candidate, this alone may not serve as the most reliable indicator of selection.