Today we’re looking at the art of conducting an interview to avoid hiring the wrong person.
Regular HRwisdom contributor Weng Chio Fan is sharing an extract from an interesting article on this issue.
Over to Weng . . .
Conducting An Interview To Avoid The Dud Hire
Hiring the right people is the first HR priority for all business.
Not only is bringing in the wrong person costly, the negative energy that they can bring will probably spread across your team and can affect internal and external customers.
So, taking the wrong person on board is probably the last thing you want to do.
Although we can never be error free, there are ways to avoid repeated hiring mistakes.
Here are some key hiring mistakes to avoid as seen by industry commentator Jeff Haden:
1. You ignore the total package.
Every employee has to follow company rules and guidelines, whether formal or unwritten. Still, some people can’t… or just won’t.
The skilled engineer with an incredible track record of designing new products while berating support and admin staff won’t immediately turn over a new interpersonal leaf just because you hired him.
Instead: Decide whether you’ll accept the total package. If you desperately need engineering skills you might decide to live with the proven engineering superstar’s diva behaviour.
Always assume that if compromises need to be made then you will need to be the one who makes them. If you aren’t willing to accommodate or compromise, pass.
2. You hire for skills and ignore attitude.
Skills and knowledge are worthless when they aren’t put to use. Experience, no matter how vast, is useless when it is not shared with others.
Think of it this way: The smaller your business the more likely you are to be an expert in your field; transferring those skills to others is relatively easy. But you can’t train enthusiasm, a solid work ethic, and great interpersonal skills–and those traits can matter a lot more than any skills a candidate brings.
Instead: When in doubt, hire for attitude. You can train almost any skill, but it’s nearly impossible to train attitude. See the candidate who lacks certain hard skills as a cause for concern, but see the candidate who lacks interpersonal skills and enthusiasm as a giant red flag.
3. You sell your business too hard.
You absolutely need employees who want to work for you. But never try too hard to sell a candidate on your company.
Good candidates have done their homework. They know whether your company is a good fit for them.
Plus, selling too hard skews the employee/employer relationship from the start. An employee grateful for an opportunity approaches her first days at work much differently than an employee who feels she is doing you a favour by joining your team.
Instead: Describe the position, describe your company, answer questions, be factual and forthright, let your natural enthusiasm show through, and let the candidate make an informed decision. Never sell too hard, even if you’re desperate. Trust that the right candidate will recognize the right opportunity.
By avoiding these mistakes, you can definitely increase your chances of hiring the right person for your organisation. To see more hiring mistakes, click to see the full article by Jeff.