When it comes to understanding personality, the models are not dynamic enough. They use old, obsolete or outdated terminology. In general, they need to be updated. They need to include more dimensions for analyzing personality. They do not have an option for Saudi norms, or Arab norms, so we utilize the US norms. The problem is that these are not right for people working in the Middle East because the market is different and the culture is different. The US norms do not, for example, take into account the problems associated with regions that are underdeveloped culturally. I would add a dimension that deals with how the person perceives the culture of their society or the culture of their organization. It would help to determine how honest they are in their understanding, as opposed to pretending or being a hypocrite. It is important to do this in a sophisticated way so that they people do not figure out the reasons underlying those items, otherwise, they may get defensive and only answer the questions in the same way that they would answer their employer. Another dimension they should add deals with personal lifestyle. I work in the area of human health, both physical and mental, and it is very important to understand the employee's lifestyle. It is something where people often do not tell the truth unless you know them pretty well. For example, sometimes people deny that they are smoking or drinking, yet the reality is that they have these habits. People who are overweight sometimes deny the fact. Psychological problems are the same. OutMatch is not competitive in the Middle East.
What is talent acquisition software? Talent acquisition software is software used by hiring managers, recruiters, and other talent acquisition professionals to streamline or automate their workflow, including sourcing, interviewing, screening, and onboarding. Some talent acquisition software include automated resume screening, talent rediscovery, recruiter chatbot functions, and other features. When you implement talent acquisition software, the HR process becomes less about just filling...
When it comes to understanding personality, the models are not dynamic enough. They use old, obsolete or outdated terminology. In general, they need to be updated. They need to include more dimensions for analyzing personality. They do not have an option for Saudi norms, or Arab norms, so we utilize the US norms. The problem is that these are not right for people working in the Middle East because the market is different and the culture is different. The US norms do not, for example, take into account the problems associated with regions that are underdeveloped culturally. I would add a dimension that deals with how the person perceives the culture of their society or the culture of their organization. It would help to determine how honest they are in their understanding, as opposed to pretending or being a hypocrite. It is important to do this in a sophisticated way so that they people do not figure out the reasons underlying those items, otherwise, they may get defensive and only answer the questions in the same way that they would answer their employer. Another dimension they should add deals with personal lifestyle. I work in the area of human health, both physical and mental, and it is very important to understand the employee's lifestyle. It is something where people often do not tell the truth unless you know them pretty well. For example, sometimes people deny that they are smoking or drinking, yet the reality is that they have these habits. People who are overweight sometimes deny the fact. Psychological problems are the same. OutMatch is not competitive in the Middle East.