|Business Management Information|
5 Interviewing Mistakes That Can Lead To Hiring The Wrong Person
Mistake #1: Going with the flow
Inexperienced interviewers sometimes fall into the trap of letting the interview become "free form", spending different amounts of time on different questions, basing follow-up questions on on how the candidates answer. This can result in a candidate taking control of the interview and leading you where he or she wants to go, rather than where you can get the information you need.
Solution: Ask everyone the same questions. Prepare a list in advance, based on the information you need, and use it as a guide throughout the interview. Put each question on a separate sheet of paper and prepare one set for each candidate. As you move through the questions, use the appropriate sheets to make notes of the answers and your own observations and impressions. You can vary the follow up questions as necessary, but keep your notes on the main question page. When you have followed this structure with all the candidates, you'll be able to compare them on an "apples to apples" basis.
Mistake #2: Asking predictable questions
Job applicants have many sources of help for interviewing, and it's easy to learn acceptable answers to the standard questions. That means even the wrong candidate for your position could answer the questions in a way that fools you into thinking he or she is a fit.
Solution: Ask candidates questions that force them to expand on their answers, illustrating their thinking skills as well as their attitudes and job competencies. Such questions might include:
Ask questions like these and, instead of practised responses that tell you virtually nothing, you'll get insights into who these people really are.
Mistake #3: Whitewashing the job
If you have a candidate in front of you who seems like a great choice, you obviously want that person to accept your job offer. Sometimes, though, you know the job has inherent challenges or downsides, and you may be afraid if you talk about these thing you will lose a good employee. The trouble is, if you hire them and they discover the negatives themselves, you may well lose them in the first week!
Solution: Be candid about challenges in the job or within the company. Watch for candidates who embrace and relish the challenges, and who can see beyond the negatives. These can become your most valued employees.
Mistake #4: Ignoring the question of "fit"
Every organization has a culture. It comes from a blend of the industry you are in, the ages of those who work there, the size of the company, the number of people, the geographic location and many other factors. But that culture creates its own work environment, and if employees are not comfortable with that environment or do not work well within it, they don't "fit". This person will never be an asset to your company, and may in fact leave very quickly.
Solution: Ask questions whose answers will demonstrate the candidate's personality and character, their attitudes towards the workplace. An example of that type of question might be: Do you prefer a structured environment or a more loose, easy-going one? Why?
Mistake #5: Letting a candidate's one major positive blind you to the negatives
Sometimes a person might have one outstanding positive: worked for your major competitor, attended a university with a track record of successful graduates, or even just comes from your home town. If you also instinctively like the individual, it is tempting to be overly influenced by this fact, and not pay enough attention to others that are not so attractive.
Solution: When recording your notes on each candidate (see solution to Mistake #1), be sure to record negatives as well as positives on the appropriate pages. When you review your notes after the interview is over, you will be better able to balance the pros and cons impartially.
Candidates are often sophisticated job seekers, who are well prepared for the interview. To avoid costly hiring mistakes, hiring interviewers must be equally prepared for the process.
About The Author
Helen Wilkie helps people use practical communication skills for success. For more on how to "Ace the interview, hire the best", go to http://www.mhwcom.com/pages/acetheinterviewhirethebest.html.
While you are at her site, sign up for Helen's free monthly e-zine, "Communi-keys", at http://www.mhwcom.com/index.html
Creativity and Innovation Management ? Motivation and Management Layers
Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.
Office politics! It's just another way of saying: "The employees are not getting along!"
Turn Your Speech Into A Leadership Talk
My experience working with thousands of leaders world wide for the past two decades teaches me that most leaders are screwing up their careers.
What Every Manager Should Know About How to Overcome Boredom
Do you find yourself easily becoming bored or tired at work for no apparent reason? If that's the case, then pay close attention. Research has shown that fatigue and a worn-out feeling are often caused by unproductive mental attitudes. If this describes your case, read on to learn six ways you can overcome boredom.
Influencing Change - A Guide for Sellers, Coaches, and Supervisors
When people or groups make a decision to purchase something, they go through the same decision cycle that an individual goes through to decide upon a personal change, or an employee goes through to change behaviors at a boss's insistence.
Why You Should Hold One More Meeting
If you are completely happy with where you and your business currently are then you can stop here. If growth and change aren't something you have any interest in, there is no need for you to read any further.
What's everyone's favorite topic around the water cooler? Bad bosses! You know, the ones who make life in the office unbearable? Here are some of the more common varieties you'll find.
Invoice Factoring for Goverment Vendors
Assignment of Claims Act of 1986"....What does this mean for you?
Rethinking Workplace Security: How the Rules Have Changed
The workplace has traditionally been a dangerous place. Very early in mankind's history perils emanated from the place and type of work they performed. Long before industrialization, men mined precious metals, gems and fuel in the form of peat and coal hidden beneath the earth's surface. Extracting these materials brought with it the risk of cave-ins and being buried alive. Moreover, the quest for the most basic of all life giving substances, water, could also end in sudden death or severe injury as well shafts were dug in the soft earth.
Will a Workplace Bully Bankrupt Your Company?
Safeguard Your Company Against Harrassment Claims
Using Outlook to Count Responses
Here's a productivity tip that will save you a lot of time and trouble if you need to collate responses from staff for any reason, especially if you work for an organisation with a lot of staff.
Holding Effective Meetings Can Be Easier than You Think!
I'm sure you've experienced those typical "headache" meetings! You know the kind I'm talking about -- the ones where the key players are running late, no one knows exactly why the meeting was called, and there's not a single agenda in sight. Everyone's sitting around wondering, "Will this last 20 minutes or will we be here all day?" It's impossible to tell!
What Every Manager Should Know About How to Maximize the Two People Inside
Every one of us, in reality, has two people inside: The person we are today and the person we can become tomorrow and in the future.
The Seven Cs: Partnership Danger Signs - Conflict Becoming the Norm ? Part 1
A series of articles exploring the seven critical areas that can indicate a partnership is in trouble.
4 Steps to Success In Life, Business, The Universe And Everything
Everyone wants to succeed in life. And no one starts a business of any sort, on-line or off-line, wanting to fail.
Use QA As Your First Step To Outsourcing
Quality Assurance, or QA, is often given short shrift in a software development organization, especially when budgets are tight. When debating the software development budget at one of my software companies, the CEO finally asked, "Well, do you really want to hire a QA guy, or a programmer to add features to the software?"
Burger on a Bun Decision Making
When approaching any decision, it's important for individuals to maintain the healthy state of openness called for by WYSINWYG (what you see is never what you get). Remember that there is always more going on than simply meets the eye. Calling on all the skills, strengths and resources that are accessible, though not immediately apparent will produce vastly better results. Secondly, individuals should strive for balance in both their data gathering and their decision-making. Many factors can influence a final decision, not the least of which is emotion. Strong emotion easily clouds the process and can result in extreme solutions. Sometimes extreme measures will be called for, but generally they are not. Decisions that weigh both objective and subjective data and strike an effective balance are likely to succeed. Finally: keep it simple. Begin with what you know. Reduce the complex to the direct. Set clear goals and implement straightforward plans. Whether making decisions as an individual or as a team, the three principles provide the foundation for creating effective solutions.
Creativity Management and Time Pressure
There is a pervasive belief that time pressure stimulates creativity. This is both true and false.
Can Your Corporate Policy Pass the Monkeys, Bananas, and Water-spray Experiment?
Five monkeys were placed in a cage. A banana was hung on a string and a ladder was placed below it. Each time one of the monkeys started climbing the ladder, all the monkeys were sprayed with a blast of cold water. This experiment was repeated for several days. Then each of the original monkeys was replaced with a new one. The experimenter did not need to spray the new monkeys because, as soon as any new monkey proceeded towards the ladder, all the other monkeys attacked it simply for the fear of being sprayed.
Five Principles of Effective Communication
The problem with communication is the illusion that it has occurred. George Bernard Shaw
|home | site map|