Very few of us are really good at hiring new employees. We are all too easily persuaded that a candidate is right for the job…either because we need to fill a slot in a hurry or because we just “like” the candidate simply because they are similar to us in style. Neither of these reasons is sound. And hiring wrong is very costly…both in terms of lost time and money and also in terms of the cost to failed team dynamics.
How can we get better at such a critical task so that we hire right consistently?
One way is to enroll all hiring managers in a proven, customized and experiential behavior based interviewing training program. This preparation for hiring right teaches techniques for how to ask the right questions to reveal a candidate’s true attitude and predict their behavior on the job. You will learn how to probe beneath the surface and uncover what does not show on the resume. You will work with colleagues to set up a proven process for evaluating candidates fairly and accurately and to test whether or not they have the competencies required for the specific job.
Meantime, you should do your best to watch out for the following four warning signs that the candidate you are considering would not be a good fit.
1. Evasive answers
When a candidate skirts your question and answers evasively, it naturally arouses suspicion that they are trying to hide something. This may or may not be the case. Just keep inquiring in various ways. Perhaps your question was misunderstood the first time or the candidate was not confident in their answer. Bottom Line: Dig until you are satisfied.
2. Inappropriate behavior or attire
If you are hiring for an executive position, your candidate should not show up in flip flops (unless you are a sandal company or perhaps headquartered in Hawaii.) And someone who slouches in the chair or chews gum loudly would not be a person you would want representing your company with customers. Bottom Line: They need to fit the organizational culture of your company, your customers and your industry.
3. Incomplete resumes
Certainly misspellings should be a warning that your candidate is not detail-oriented. But beyond this obvious red flag, are there huge gaps in their job experience or, conversely, do they seem to skip from job to job? You will need to find the story behind the job history. Bottom Line: Mistakes or misrepresentations on the most important interviewing document say a lot about the candidate.
4. Salary discrepancy
If there is a significant discrepancy between what you are offering and what the candidate was paid in previous jobs, you should have an explanation of why they would settle for so much less. They may be trying to shift roles or find a less stressful situation…but you deserve a good reason. Bottom Line: If things do not seem right, they probably are not right.
Learn more at: http://www.lsaglobal.com/behavior-based-interviewing-training/
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