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Good question, I think this would entirely depend on the JD of the position. For a senior position, blind reference checks eg from social media etc past experience, cultural fit, past success are some points to consider. During the actual interview probably the candidate's questions would shed more light. For front-line candidates chances are a bigger percentage would be the wrong hire either due to bulk hire, internal reference, the urgency to fill position etc.
Very well written article.. But would like to highlight that the Job Description that we are breaking down should also be very much to the point and exact as that plays a major role in deciding on which candicate will fit in our requirements.
I really like this article .All the points are so valid to hire a right candidate. But my question would be how employer would get to know if the candiddate is looking a better opportunity(or job market issue)and want to apply for new role. Example--A job seeker has applied for a new role and mention the skill as per her/his prior work experience because he/she has those skills. If employer search a CV as per its criteria as mentioned in an article ,how will job seeker get an opportunity . Sometimes candidate do it because of the recession or market is down ,no relavant jobs in mkt.
If you are a recruiter you have to know these matters.Basics.
But just by following these you cannot guarantee to avoid a bad hire.If you want true over achievers that adds value follow the Lou Adler guidelines for hiring!
Ways -- To oversee what exactly the questions asked during the interview.
Interview question should be relevant pointing only upon the process reuired skills and the skills required for projects on the pipe line ..Consider the 85% as per process fixed and 15% process change...
Erase the irrelevant question because it creates only perception not efficiency.
As a part of studies conducted inherant character of employee reflects whether he is competent for the position for whcih he has been selected. As a recruitment person all we have to do is identify the inherent character, which can be assesed from their CV and having a persona talk for 15 to 30 minutes to judge whether a candidate is suitable for a perticular positions. A candidate can hide many of his character through training/coaching / long proactice, but he cannot hide his inherant character which comes out, if intervied by expert. I have been practising this method and have been successful. A person selected for marketing should have inherant marketing skills to be a successful marketing manager like this the nature for each position can be assessed
Here is the link to the blog:
https://www.bayt.com/en/blog/9329/four-ways-to-avoid-a-bad-hire/
Enjoy Reading :)
Well first of all good quest.
Just wished to elaborate further few points :-)
Gather the right information
· breakdown the job description
· compare skills and experience
What if Talent Acquisition Manager gets out of world job description and it’s an high priority immediate position for organization potential delivery. And when job description is just2 lines by Project Delivery Team.
In my and most of recruiters career experience these kind of situation comes across where we search by two lines of skillset and we need to search5- of those resources who has those acquired skill out of the country or maybe within country. The time here to break down two lines never comes in picture.
We have to go head search best of those ten in quick ten minutes or ten hours or whatever needed to get delivery of resources where organization is facing challenges. We need to communicate with said talents and understand their nature of work create own job description if needed and analyses of optional skills in market.
Right Information with right hiring strategy is needed to be placed. A job of Headhunter is not limited to hunt the resources but also tap the market where the potential resources are mapped.
Screening Process and Phone Interview
· start screening your candidates
· prepare a list of specific questions
· prepare an assignment
When we identify new resource, I have made sure job description is matched in the said resource and I have read resume well before interviewing said resource.
If the assignment set is not set as per the organization needs then loopholes get created, quality is compromised and eventually value of hiring will be lagged.
Face-to-Face Interviews and Body Language
· pay attention to their body language
· ensure your candidates are qualified and capable
Eye Contact, Speech, Way to deliver the answer to question.
Approach matters. First Impression is best and last impression.
When a recruiter is set for Face to face interview both parties are engaging mind, talent, sharing knowledge. Here there is chance of win-win or lose-win or no lose nor win. Make sure you tap best of potentials in candidate while interviewing.
Time taken of half an hour or an hour in interview values and decides for next few years of organization or maybe few decades.
Candidate Background Checks
· social media
· references
These matters the most in many cases. But certain cases while hiring especially career refreshers (One who has taken break and looking for fresh start) those too needs to be screened and grounded.
There have been cases when you see jo hopper in market are referred with best ratings and they prove best for organization but turned down due to stability issues. But what we need to see is we going to lose potential resource by terming Job Hopper or Career Refresher.
Social Media and reference are part while doing such checks apart from Financial Strength too should be checked in certain cases.
Firstly following the interview , and before any job offer is made , heck for credible references and if necessary follow up the reference by gathering some background information .
