One
of the biggest mistakes interviewers, especially from high growth firms, make
in hiring is to hire in their own image. If the interviewers themselves are
young, they look for youth. If they come from well-known universities, they often
disregard candidates from obscure colleges. And they may place far too much
value in the companies candidates have previously worked for…assuming that a
candidate from a big name company has more relevant experience that one from a
lesser known organization.
Behavior based interviewing observers recommend that you “avoid the mirror when hiring.”Otherwise you limit the talent pool to be considered. Do not make the mistake
of overlooking candidates whose experience may be very well suited to your
organization. And do not underestimate the value of putting together a team
rich in diverse backgrounds and approaches.
When
there are problems to solve on-the-job, the broader the solution options, the
better the choices of paths to take.
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