Rent or not rent? That is the question. And often difficult, writes Rob Magee d’Ingenio.
The decision to hire someone is rarely a simple responsibility, but if the final verdict is up to you, you will probably hope that the candidate comes to the final interview and simply kills him. A unanimous and unambiguous decision of all involved after an excellent presentation and an appealing interview performance.
These scenarios are often the exception rather than the norm, and a hiring manager may try to dispel his doubts about an urgent need – to reject his instincts and hope that his new employee will win. , The compromise is not discussed publicly, and recruiting can be justified by “all the necessary skills and experience” or “all the right boxes” (God, I hate that sentence).
We are responsible for making this initial assessment on behalf of our customers. Despite the generally bad reputation of many recruiters, we take this responsibility very seriously and regularly face a dilemma. That quiet voice in your head says, “I think this guy is extremely capable, but he’s always calling me” Companion. “His dog barks in the background each time we talk on the phone, and his LinkedIn profile picture is from him in an evening suit half-closed eyes. ”
So how do you minimize the risks associated with the hiring process and increase the likelihood that the candidate you choose will join the team and, more importantly, deliver results? In our opinion, it is about building a complete vision of the individual in order to draw a complete picture of the person – both as a profession and as a character. Candidate controlled SEO is, in my view, old and in many cases it has become a staged event with few real chances to win or win.
There are good reasons to combine traditional recruitment methods and practices with technologies to better understand who is behind the CV and the interviewer. By introducing performance management technology (such as 360-degree feedback), recruiting companies can gain valuable insight into the progress of the selected candidate and the support they may need. Excel.
Using proven recruitment techniques or providing human resources software is neither new nor innovative. What appears to be different and certainly helps to reduce the risk is to bring the two elements together to provide a more complete view of the person. This is imperative before hiring, using personality profiling technology and thorough cross-examining, and long after that with performance assessment – even through the use of technology.
It’s always a big investment in time and money when you hiring someone for your business. The cost of hiring – as well as the training and time you and the rest of the company spend – can be substantial. Nobody will contradict that. Consider repeating this process if your first hiring decision does not work and costs increase. And to further compound the problem, the consequences for your business plan for a missing sales manager for a lack of sales, or the inability to bill a customer on time due to supply resource bottlenecks, simply did not work. “Begins to really record the impact.
In my experience, companies and agencies judiciously judge their skills, abilities, and experiences, but often ignore the ability to measure a person’s work values and compare them to a person’s culture. her future employer. Corporate culture may seem bizarre and attractive to some, but the reality is that every business has one – deliberately designed or developed or not. For those hiring subcontractors or contract workers, this should be less of a consideration, but if you make a lasting investment in someone who plays an important role in your business, it seems to me to be crazy, not wanting to want to rate them like that could really fit.
So how do you analyze the corporate culture based on values and avoid creating a costly and expensive recruitment process? While this is not practical for all employees, those who are given the responsibility to lead or coach people should certainly have their values tested as part of the hiring process. There are online tools for cultural assessment – which is an option – or you can simply test your candidate with an unexpected scenario: “What if?” The joke of one person is the offense of another person. Attempting to give someone an idea of the business atmosphere and actual functioning (beyond a rigid process and a rigid process) can be very useful over time.
If you look a little further, you can do a lot to minimize the risks of making an increasingly difficult decision. And if everything else fails and you settle in a corner, go with your instincts. This little quiet voice is seldom wrong.