http://www.loc.gov/mods/v3 http://www.loc.gov/standards/mods/v3/mods-3-2.xsd
internal candidate interview and cultural fit
Hiring decisions always represent a gamble for employers. No amount of background checks, references, or interviews can replace first-hand experience with a candidate in the actual workplace environment. One way to minimize a hiring mistake is to promote employees from within the organization, since their capabilities and cultural fit in the company are known. However, internal job interviews are not without risk. A rejected employee could become disgruntled and depart. In this case study, Jason applies for promotion at a bank to a position he is already performing on an interim basis. While qualified on paper, the hiring manager elects not to interview him because Jason lacks the interpersonal skills and respect for rules necessary to serve in a high-level supervisory role. Jason eventually leaves the bank even though he had potential.