“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies.”
– Lawrence Bossidy, GERecruitment is a crucial process to ensure a company’s success. After all, the cost of a bad hire can be significant, not only in terms of the money and time spent finding a suitable candidate but also by having a negative impact on team morale. Every new person added to the team can move it forward dramatically, slow it down, or take it a step back. So, how do you find and marry the right people to the right jobs? By following HR tech, a proven well-structured recruiting and selection program for the positions you need to fill. Here’s a guide to How companies should recruit employees.
The job interview is the most revealing part of the hiring process, and also the trickiest. Generally, a hiring process includes 3-4 interviews. Use the (first) interview to collect information, not to make a decision. overcoming the natural tendency to judge people based on first impressions, personality, and a few select traits can eliminate 50% of hiring errors. There is a natural tendency to overemphasize the “getting the job” skills when assessing a candidate, rather than the person’s ability to “do the job.” Use the second interview to assess a candidate’s competence and motivation to do the job, use a consistent set of 10 or 12 questions to maintain a structured interview and offer a sound basis for comparing applicants. In the final interview check the candidate’s cultural fitment in the company and discuss employee compensation. Recruiting the best is not about selling or charming it’s about providing big challenges and career opportunities and a little money thrown in.
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