Grade the Candidates

One of the worst aspects of hiring is having to interview candidates. Managers find that this is the most intimidating and time-consuming area, and they waste hours of valuable management time seeing inappropriate candidates.

How they come is how they go

The way people behave when they leave their current job to come and work for you is a critical piece of information that can be very valuable. One of the very best open ended interviewing questions that you can ask is how much notice the applicant has to give their employer before they can start their employment with you.

Developing a screening process

When you have a pile of resumes and you start to wade through them, it is folly to think that it is a good idea to see very many candidates. There are at least three excellent reasons why I say this: 

Developing an Interview Process

We hire employees for what they know and fire them (eventually) for who they are. The interview process should be designed to overturn this dynamic and allow us to find out who the real person is, but it seldom turns out that way.

Open-ended interviewing

One of the most common mistakes that I see people making in the interviewing process is that they talk more than they listen and end up telling the candidate about the company rather than finding out about the candidate.

The High I Syndrome

One of the most common mistakes that I see made in interviewing is what I call "the high I syndrome", where people hire candidates that they like rather than people who are suited to the job they are trying to fill.

The Four Critical Steps to Hiring

  • Establish the Profile

    Make sure that you know what talent you are trying to hire. Start from scratch and take time to define the job rather than rushing and simply rehiring the person that you are replacing.    

    The Time Edge

     

     

  • Develop the Process

    Successful hiring depends on having real choices. Write advertisements that will attract a large pool of candidates and have a process so that heavy response levels don’t stretch your resources    .

    The Time Edge

  • Grade Candidates

    You can’t afford to rush the selection process. You need to have an effective screening process and evaluate candidate skills carefully in relation to the job profile you established.

    Edge Business Essentials

  • Evaluate and Execute

    It is essential to have a robust interviewing process. You need to have candidates interviewed thoroughly and then check references and do background checks.

    The Alternative Board