Top 7 Mistakes to Avoid - Hiring Procedures

[stephaniez10]

Are you making these seven blunders?
• Hiring employees based primarily on their job interview.
•
Not asking or asking the wrong behavioral interview questions for the position.
•
Not knowing the behaviors required by the job for superior performance.
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Not knowing which values/motivators the job rewards.
•
Not knowing your applicant’s behavioral style or values/motivators.
• Not understanding the type of tasks the job requires or which type of tasks the applicant
• Hiring employees who don’t fit the job.

[jonn655]

They are good criteria, but couldn't it be so - that some in the beginning might not be able to present themselves well, but with encouragement, later turn out to be success achievers and good assets for the company? Attitude and the willingness to change are the defining factors.

[paulson]

O.k, These are 7 mistakes one should avoid while hiring people, see Jack welch's criteria for hiring a candidate, They are the 4Es and 1P.
1st E- Positive Energy
2nd E- The ability to Energize others
3rd E- Edge, the courage to make tough decisions
4th E- Execution, the ability to get the job done
The final P-passion

[guidemesingapore]

The second point - Not asking or asking the wrong behavioral interview questions for the position - is important. I personally find most recruitment managers do not know the right questions and usually follow a similar pattern for all jobs.

[avelina]

I think the person who has no set goals for his future , should not be hired . People living aimlessly can't give you the benefit.

[BizDoc]

I have a different perspective. Opinions?
How to Hire

[genevie]

Hi,

I agree that their would be qualification you need to have before hiring for the new people in your company....

Hiring the right employee is a challenging process. Hiring the wrong employee is expensive, costly to your work environment, and time consuming. Hiring the right employee, on the other hand, pays you back in employee productivity, a successful employment relationship, and a positive impact on your total work environment.

[DayTrader]

Set qualifications. Draw the job descriptions and job requirements of every position in the company. This way, you may know what kind of people to hire in those positions.

They are good criteria, but couldn't it be so - that some in the beginning might not be able to present themselves well, but with encouragement, later turn out to be success achievers and good assets for the company? Attitude and the willingness to change are the defining factors.

I believe in this also. Some people are not good in words, but are doers. Doers are assets of the company. Some people are good with words, but do not act upon them.

[weltonhau]

I think in generally, appearance plays a big part in terms of recruitment. I've read statistics somewhere that state that a more aesthetically appealing person is more likely to get the job

[Jehnavi]

The reason to do the job benchmarking assessments is to compare your current employees and all job applicants to the benchmark. Evaluate the candidates and the behavior and values are essential to determine if they are a good way for the post. employee evaluations and job / skill assessments comparison will show you exactly which candidate is good for employment. Hire only those that meet baseline assessments and you have a team of superior performers.
Thanks

[maksim]

Very good one. =)

[avelina]

Although ! I have not started my own venture yet but will keep these handy tips in mind.

Thanks

[Ella Pacey]

And below other 9 mistakes:

- Relying only on interviews to evaluate a candidate

- Using successful people as models

- Too many criteria

- Evaluating “personality” instead of job skills

- Using yourself as an example

- Failure to use statistically validated testing to predict job skills most critical to success

- Not researching why people have failed in a job

- Relying on general “good guy” criteria

- Bypassing the reference check

[hboss]

1. Hiring someone just because you know them
2. Hiring someone to "help them out
3. Taking someone on as a partner because you can't afford to hire him
4. Hiring someone to do a bit of everything
5. Top-down hiring vs. bottom-up hiring
6. Not knowing what job you want to hire for
7. Hiring for the job you hate

[Creditguard]

If you have all of this data about the place and your job applicants, along with the other things you gazeat for example know-how, quotations, abilities, etc., you'll charter the right persons - persons who will manage the job the way it should be finished, be inspired and paid by the work they manage, and relish the kind of jobs the job requires.