Why so many employees hate their jobs, discussing the boss and a bad performance? Because many managers to adhere strictly to these five rules designed to make hiring the wrong person very easy:
1) Suppose that everything the applicant says is true
Desperate to land any position, some candidates make wild claims about themselves or their achievements. They alter the facts, stretch the truth, or show interest in the functions they are inadequate or unqualified - but they seem credible. Once hired, SURPRISE! These workers return to their true self and begin to exhibit characteristics incompatible with work and work culture.
2) Be vague about the position or needs
If you have no job criteria, then almost anyone can be employed. You will not waste time pouring over the stack of resumes - you just hire the first person who seems to be interested in your company. However, not surprised to hear his new worker complain of not knowing what he / she was getting into. Or worse, be forced to terminate their new recruit and restart the search again and again just because too many questions about the work were not returned. Why? Why not take the time to sit down and outline their own needs for the job you are looking to fill.
3) Focusing solely on the compatibility of the applicant's work
Finding a suitable person for a position, you might think that there is no need to look further. This is fine if you do not mind if the new employee will also fit into your corporate culture and mix well with existing team members. The risk is high you will end up with a new worker who is a great time at work ... but impossible to treat.
4) Ignore the signs of stress in an applicant
If your new potential employee has problems causing anxiety or mixed approach, you may feel that is not related to you. The reality is that it could mean that we have taken on an employee who can not do the job because he or she is distracted, overwhelmed, intimidated or reckless. Responses to stress vary from person to person, that workers who seem so strong and can be driven requirements. And the lovely new and enthusiastic? She becomes a French diva when she's upset!
5) Hire someone like you!
Send in the clones! If the applicant answers the questions the same way, the two must share similar goals and objectives, and that sounds like a good thing. However, the response time thinking about the same and do little to encourage creative solutions or new approaches to solve problems - attributes that come from someone who approaches things differently from what I can.
Fortunately there are tools to help businesses avoid hiring the wrong person. These come in the form of performance evaluation (also known as invaluable lifeline for managers who have learned to trust them!) The Omnia ® Profile is an assessment of popular, often used in the behavior that provides a quick overview of the typical behaviors and responses related to both new potential hires and employees of the company. Available online, it is easy to use and compatibility with measures of specific works and cultures work colleagues, the profile can also measure the likely response of a candidate for stress.
The recruitment process is often time-consuming, laborious and costly, but to say yes to the wrong job candidate means frustration, loss of money and less business for you. Think before hiring. In this market, it's too easy to inadvertently take on board your next nightmare employee.
1) Suppose that everything the applicant says is true
Desperate to land any position, some candidates make wild claims about themselves or their achievements. They alter the facts, stretch the truth, or show interest in the functions they are inadequate or unqualified - but they seem credible. Once hired, SURPRISE! These workers return to their true self and begin to exhibit characteristics incompatible with work and work culture.
2) Be vague about the position or needs
If you have no job criteria, then almost anyone can be employed. You will not waste time pouring over the stack of resumes - you just hire the first person who seems to be interested in your company. However, not surprised to hear his new worker complain of not knowing what he / she was getting into. Or worse, be forced to terminate their new recruit and restart the search again and again just because too many questions about the work were not returned. Why? Why not take the time to sit down and outline their own needs for the job you are looking to fill.
3) Focusing solely on the compatibility of the applicant's work
Finding a suitable person for a position, you might think that there is no need to look further. This is fine if you do not mind if the new employee will also fit into your corporate culture and mix well with existing team members. The risk is high you will end up with a new worker who is a great time at work ... but impossible to treat.
4) Ignore the signs of stress in an applicant
If your new potential employee has problems causing anxiety or mixed approach, you may feel that is not related to you. The reality is that it could mean that we have taken on an employee who can not do the job because he or she is distracted, overwhelmed, intimidated or reckless. Responses to stress vary from person to person, that workers who seem so strong and can be driven requirements. And the lovely new and enthusiastic? She becomes a French diva when she's upset!
5) Hire someone like you!
Send in the clones! If the applicant answers the questions the same way, the two must share similar goals and objectives, and that sounds like a good thing. However, the response time thinking about the same and do little to encourage creative solutions or new approaches to solve problems - attributes that come from someone who approaches things differently from what I can.
Fortunately there are tools to help businesses avoid hiring the wrong person. These come in the form of performance evaluation (also known as invaluable lifeline for managers who have learned to trust them!) The Omnia ® Profile is an assessment of popular, often used in the behavior that provides a quick overview of the typical behaviors and responses related to both new potential hires and employees of the company. Available online, it is easy to use and compatibility with measures of specific works and cultures work colleagues, the profile can also measure the likely response of a candidate for stress.
The recruitment process is often time-consuming, laborious and costly, but to say yes to the wrong job candidate means frustration, loss of money and less business for you. Think before hiring. In this market, it's too easy to inadvertently take on board your next nightmare employee.
