Do not hire a person who looks similar to you
look for characters apart from skills
Senior person to carry out the interview
interview less candidates with varied questions
Hiring mistakes to avoid
Some people are just smart when it comes to hiring candidates to fill positions in an organization. Whether searching for a new CEO or the best cook, these employers seem to employ top quality employees. Why?Simply put, these employers are always aware that the candidates also assess their hiring skills. They are ready to go an extra mile to mend any mistake encountered in this very crucial process. How then can you hire smart?
You have to avoid the following mistakes.
1.Hiring a candidate who resemble you
Sure, you may find it comfortable to hire someone from your area, votes like you, is a graduate in the same Alma mater or is your gender and age. But lets face it:Too much of the same is dangerous since it delivers more of the same. Whenever a group is not delivering desired results, mostly it is because of their similarity and not diversity. Always try to hire employees who are very different from you in terms of perspectives and talents. Why should you need another you?
2.Using very few approaches and looking in the most obvious places.
Tell me, will you find the love of your life in the first hour in one party? Most employers tend to act in this manner. Simply because of laziness, unwillingness or perceived lack of options. Be sure to cast a bigger net in deeper and warmer waters. Put in the time required to hire qualified employees. Keep an eye for good candidates and be ready to hire when you find the right person. Where are your competitors looking? Seek advice from colleagues about the most cost effective websites and professional organizations.
3.Interviewing too many candidates.
After a couple of people,every individual sounds alike. Reason? Simply because you are using the same hiring questions, have similar preconceived answers and find it hard to make a decision.
Be sure to reconsider what you expect if no candidate is right. Could any person possess all the requirements you want and accept to work at the amount you are offering? Is it really a must for you to fill the position or you can promote an existing employee from within?
4.Interviewing people by too junior employers
It is not fair at all for a senior-to-be candidate to be interviewed by a person who does not know the particular job requirements. At least the screener should understand the details of the position and its requirements. Coach the interviewer prior to the interview. Coach him again after the interview to perceive what he saw, determined and missed. Continue coaching the interviewer to better his hiring skills. The best thing is to see more individuals yourself.
5.Looking only for skills but not character
The hiring questions that assess the candidates' knowledge concerning the topic are the easiest ones. Provided a candidate has his facts straight and possess the required experience, you cannot find it hard to assess his suitability. But, how do you assess the less obvious attributes- integrity, ambition and workplace ethic? These demands more probing and opportunity for narrative answers- the most loathsome place for most interviewers. Often are times when they wonder how and what to ask. If they manage to ask, the answers to the inquiries seems obvious. No candidate will answer “no” if asked , “Can you work hard?” For you to get an insight of what you need, you would need to ask the person to narrate you about a circumstance when the piece of work was heavy.
Avoiding these mistakes will earn you more credentials even in the eyes of the candidates,even if they fail.