Are you a good match maker?
Are you a good match maker?
You know the situation. You’ve just spent six months training your new recruit. Your number two has invested a lot of her time in this training, and then the employee leaves. You have to go through the entire advertising and interview process again, and you have lost money, not only on the new recruit, but also in the time spent by your experienced member of staff.
So how do you get it right? The most important point is to have a firm idea of the job role: the technical competencies required, and the personality fit.
Structure the interview, so you know you have covered all relevant aspects of the job requirements. This will include looking for the following:
• Technical skills. Set simple tests for the candidate – particularly if there are a lot of IT aspects to the job.
• Previous experience. By understanding the nature of their previous jobs you can assess their competence levels.
• Personality fit. This is really important, and often can outweigh considerations of technical skills. Will the candidate fit into the organisation? Are their personal motivators at odds with the core values of the company?
• Personal ambition. Will they be able to take ownership of the position and act independently? Is their personal ambition likely to exceed your expectations? A dissatisfied employee will not be productive.
• Flexibility. In a fast paced global market there is little room for entrenched attitudes.
By keeping your questions relevant, you will establish a good rapport with the candidate. (For instance, it is not necessary, and can be construed negatively, if you ask questions about their martial status or age). As the conversation develops, maintain open questions. You will gain many pointers to their behaviour as they talk about their previous jobs and responsibilities.
Remember to sell your organisation too. Although it is they who are being interviewed, they may have only a luke warm desire for the job. If they’re good, then you want to make sure your company is the only one they want to work for!
Don’t compromise. If you really do not feel you have found the right fit for the position, it is better to re-advertise, and do further interviews, than to employ the wrong person.
If you are clear in your head about the job role, and you follow the steps above to achieve your desired outcome, you will find the perfect match.
Are you a good match maker - To learn more about this author, visit Julianne Kuhlmann's Website.
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I’m not referring to your love life, but your recruitment process! Do you get it right every time? Why is it necessary to invest time and money in the recruitment process?
You know the situation. You’ve just spent six months training your new recruit. Your number two has invested a lot of her time in this training, and then the employee leaves. You have to go through the entire advertising and interview process again, and you have lost money, not only on the new recruit, but also in the time spent by your experienced member of staff.
So how do you get it right? The most important point is to have a firm idea of the job role: the technical competencies required, and the personality fit.
Structure the interview, so you know you have covered all relevant aspects of the job requirements. This will include looking for the following:
• Technical skills. Set simple tests for the candidate – particularly if there are a lot of IT aspects to the job.
• Previous experience. By understanding the nature of their previous jobs you can assess their competence levels.
• Personality fit. This is really important, and often can outweigh considerations of technical skills. Will the candidate fit into the organisation? Are their personal motivators at odds with the core values of the company?
• Personal ambition. Will they be able to take ownership of the position and act independently? Is their personal ambition likely to exceed your expectations? A dissatisfied employee will not be productive.
• Flexibility. In a fast paced global market there is little room for entrenched attitudes.
By keeping your questions relevant, you will establish a good rapport with the candidate. (For instance, it is not necessary, and can be construed negatively, if you ask questions about their martial status or age). As the conversation develops, maintain open questions. You will gain many pointers to their behaviour as they talk about their previous jobs and responsibilities.
Remember to sell your organisation too. Although it is they who are being interviewed, they may have only a luke warm desire for the job. If they’re good, then you want to make sure your company is the only one they want to work for!
Don’t compromise. If you really do not feel you have found the right fit for the position, it is better to re-advertise, and do further interviews, than to employ the wrong person.
If you are clear in your head about the job role, and you follow the steps above to achieve your desired outcome, you will find the perfect match.
Are you a good match maker - To learn more about this author, visit Julianne Kuhlmann's Website.
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