How do you avoid hiring the wrong people for your startup?

Thank you Professor Nuha  forbade the first back chosen hire the correct person to the high professionalism of the Director and his ability to find talent and ability to explore their thinking in an interview. Secondly I believe theme "the right man in the right place" third precision and explore personal insider knowledge through questions smart personal and behavioural analysis of the way of thinking

Finally, there is the General rules agreed upon by the majority of managers and taught in universities today are:1. speed test and counter-intuitive answer employee.

 2. test the capacity of intellectual and cultural capacity and focus on the area of specialization.

 3. test the ability of the employee to work in a team and see how much cooperation. 

4. test the overall performance (and practical).

 5. test the ethical values and mindset.

1. Effective job analysis.

2. Competency based job description.

3. Competency based job interview.

4. Select right person for interview board.

5. Assess Knowledge, skills and attitude.

You can avoid hiring the wrong people by choosing the perfect person among the candidates. The development and success of an organization depends on the staff so it is their choice must be based on strong fundamentals until they are picking the best candidate to put the right person in the right place, and the following three proposals that will help in selecting the right staff,1-You have to provide an explanation of the nature of the work of the candidates, and ask questions in Amormmathlh activity being done and then evaluated, Follow challenges virtual solve the problem of what awaited her and treating her how to reach a solution. It also can determine the task to complete a specific project before the first interview.2-Is will be completed or will be implemented in the vacancy to the fullest? Hence, you have to ask some questions to what extent the candidates are committed to this task, whether they are motivated to work in the organization? To get an answer you have to recognize the extent of their credibility and their behavior and morals through the difficult questions posed during the interview, for example Ask questions crossing from which to what they like and do not like and what are the things that excited for it and things you do not want to do. You can also submit three projects Virtual and ask them their order of priority, and if the project is less interested in your work you will know that the candidate is not in place Múscetk. As well that you can ask about this employee in place of his previous work.3 Finally, you know you Sinasabhm workplace? There is no person who is not worthy of the job, but there is a job candidate does not suit them, and this is the most important part of the evaluation, because it is difficult to classify the list of candidates who have come on this post, because you will not recognize them properly only after the commencement of the actual work. Therefore, it is better to ask an important question which is what success means to you, and what they are doing in order to achieve? The answers will reflect the decisions fixed in the life of the candidate and his commitment to it and his quest to achieve.

Dear Nuha,

 

There are many ways of making sure that you don’t get snowed by someone who is good at making a first impression through interview, but bad at delivering results when you hired him/her or what we called (Wrong Candidate in Best Position).

 

Let me help you by tell you the best things to do when hiring to guarantee never hire a dud again:

 

1- Interview twice, triple or more.

 

First impressions count for everything, but second interviews can be revealing and third interview can build relation and clear evaluation.

 

2- Stop talking, let's do actions.

 

Choose something that takes two to three hours, requires a familiarity with relevant skills, networks, or industry knowledge, and and monitor while working for you. Simulate a mini version of their work as closely as possible.

 

3- Choose the one who can Can Get it Done not only Can Do.

 

” The “can do” is the candidate with the hands-on skills who can accomplish the task without any help. The “can get it done” is the candidate who will deliver but may need other resources to make it happen.

 

4- Go Social and search.

 

When you hire someone, you must check social networks, how is he/she and what about feedback and comments.

 

5- Focus on Startup-Phases and Appropriate Hire Types.

 

When you have a connection to the people you work with, anything is possible. Maybe they're an asshole, maybe not. But do you trust them? Do they trust you? Are you in it to the end with these people on pain of death?

 

I hope that the answer has helped you how to avoid wrong hiring for wrong people.

 

 

Best Regards,

 

Hany Sewilam AbdelHamid

Director of Sales & Marketing | HBD

Entrepreneurship Coach & Consultant            

 

- http://www.sewilam.com

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Here are five tips to help you avoid hiring the wrong person for your startup.

1. Stop Giving Open Book Tests

Writing lengthy job descriptions loaded with job requirements may keep unqualified candidates from wasting your time, but you’ve also just given every candidate a cheat sheet. Job seekers are taught to break down your job description and weave it into their resume, which will make everyone look equally qualified. There are even websites that will automatically mash your job description together with the candidates resume and spit out a new version with the right keywords embedded. Sell your company, your vision and the position, but make job seekers tell you what they can do for you — not what you told them you want.

2. Don’t Confuse Experience with Skills

Startups move fast, and every position is a skilled position. Job candidates can often blur the line between a previous experience and a skill, which is a trap you need to avoid. Don’t assume that candidates have certain skills just because it’s a keyword on a resume, a previous job title or experience at a similar business. Have an in-depth conversation with your top candidates to discuss what they are best at and learn how they have acquired those skills through experience.

3. Make Sure the Timing Is Right

Just like good timing can lead to the successful exit in a startup, good timing can also apply to job candidates. Where is the candidate in his career? Is he capable of taking a big risk at this point in his life? What kind of adversity has he faced in previous jobs? Does he seem too anxious to hit a home run or does his experience tell you he has the patience it takes to succeed? You don’t need your employees abandoning ship the first time your startup hits rough seas. Sometimes it’s just the right timing that makes a person successful in a new venture.

4. Skip the Initial Telephone Interview

I’ve never liked doing telephone interviews based on the initial review of a resume — it's way too time-consuming. But I do like communicating with candidates, because that’s when you learn the most about them. After I’ve looked at a candidate’s background I might send off a short message and say, “Tell me about this experience" or, "What do you know about this skill?” How does he respond? Does he respond? Can he write? Is the exchange comfortable? The ability to communicate articulately in writing is a trait of top talent, regardless of the position. If you engage candidates in a more in-depth and ongoing communication string rather than conducting a one-and-done phone interview, you will quickly learn who stands out from the crowd.

5. Separate the “Can Do” From “Can Get it Done”

 

In most startups, resources are tight and the timeline is very short. When you’re hiring for a key position, make sure to ask yourself if you need someone who “can do the job” or someone who “can get the job done.” The “can do” is the candidate with the hands-on skills who can accomplish the task without any help. The “can get it done” is the candidate who will deliver but may need other resources to make it happen. Both can be valuable attributes to have, but you need to clearly understand which one you need to avoid a hiring mistake that could set you behind.

Well.......Good question

Agreed with both answers given by

Mr.:Saiful Islam  Hiron & Dr. :Mohammed Al jafali.

Both of them did it in an excellent  practical description

 

 

You can avoid hiring the wrong people by choosing the perfect person among the candidates by conducting an assessment interview after the1st steps of interviews and the shortlisted candidates must conduct assessment .

Discus the relevent job required skills and ask for the solutions for a job for which the candidate is required.And check his/her past achievements

Good Question asked by Ms. Nuha Ali. We can try but such mistakes occures again because we can not proper evaluate a person in a half hour.

Some of the people were very good in whole sellection process but when they start their job, they were not as goog as  in interview or test.

So in my opinion we should sellect a candidate for a limited time e.g, three month etc. In that time we can check him/her properly and make sellection about employment.

We can just try ....but nothing is100 % .

 

My View : (i) Judge A Person with his ability to Perform & With his Challenging nature will he/she can overturn;

(ii) Reasonable Play field is provided to the employee by the employer / management will judge whether he/she could handle the duty / responsibility for which he/she is hiring ;

(iii) HRD is the key role to tell the truth to the management with plus & minus of both person, his/her ability .

If these are at place than thier are No Internal Challenges only External Competition left & that the candidate has to do it on its own.

1.Effective job Analysis2.Cross verification of Candidate History3.Complete job based interview