By Jeff Altman, Big Game Hunter
Interview and hiring of managers
After working in search for many years, I listened to thousands of employment leaders, professionals in human resources and executive leaders at the beginning of the hiring process in the middle as they hired someone and after a person was on board with them. After all, I had to learn how they think and evaluate talent to fill a position successfully.
As a coach, I help job hunters navigate their job search and employers hire more effectively. I use the lessons that I learned as a performer Recruits to streamline the process for both.
Statistics show approximately 46% of the new hires fail within 18 months. In addition, according to a study reported by Harvard Business Review, nearly half of the leaders Outside of an organization, there is a failure within the first 18 months. All over the world Employee engagement is at 15%, Based on the results of Gallup’s “State of the Global Workplace” report. No one goes out of their way of achieving results like this, but it is clear to me that no one hires with the end.
Here’s what I think are the top 10 employment errors I’ve seen employment managers, resulting in these employment errors. They can be easily corrected and if you do, you will remove many of the employment errors you had to make.
10. Recycling of job descriptions and correcting them on the go. Typically, employees resign on a Friday afternoon. Hiring managers then calls their recruitment contact or HR business partner and ask: “Do you have the job description we used to hire Maria? Work on our website, work your magic and see who you can get on my calendar for Tuesday. “Of course, nobody ever updates them.
Recruit RockStars
As a result, you have many people who spin their wheels evaluating talented people who are not quite what you are looking for. After all, Maria was not the perfect employee. She had skills deficiencies that you want to improve. Unfortunately, you haven’t taken the time to think through what you need before you start interviewing people. As a result, much is wasted by your time and other people’s time within and outside the organization while sorting what you need this time.
9. You do not decide how to evaluate the people you interview or communicate it to the people involved in the interviews. In most areas you can ask hundreds of questions to assess a person being interviewed. The problem is that no one knows completely what you are looking at For – not even you.
As a result, when you ask that people on your staff talk to a candidate, they have their idea of what is needed, which may be different from yours. What some might call spontaneous question qualified to do the job. As a result, refer to the best “participant” instead of the best possible new rent.
8. You trust your first instincts. When you meet someone they remind you of someone from your past. Maybe it’s their appearance that reminds you of that person. Maybe that’s the background or how they talk or what they are wearing. You know nothing about them but attribute them to positive or negative qualities based on your experience of the other person.
Thus, you do not evaluate them thoroughly. Instead, take a shortcut that can make you hire the right person or hire the wrong one. To do this is similar to the psychological projection concept where you project attributes on another without basis.
7. Not preparation or coaching of employment managers. It is common for employment managers to be unprepared for how to interview. In addition, HR -recruiters can’t take the time to coach them to do well. Without a process, hiring leaders is left to learn through trial and mistakes and make a lot of mistakes.
Hiring the wrong person is expensive. Statistics show that most leaders believe they hire the wrong person within 18 months of joining.
6. You (or interviewer) speak too much during interviews. Candidates often report that they answer one or two interview questions, after which they are required to listen to interviewer -speech for 15 or 20 minutes about the job, the team, their life story while suffocating a gap. An interviewer’s job is to ask big questions to evaluate whether someone is competent or not. One or two questions is not enough to make a decision. The more you speak, the less you listen to them. The less you listen to them, the more likely you are to make the wrong decision. When you speak, ask them to bask in your magnificence. Stop yourself and go back to asking questions.
5. Trying to hire team players. In most organizations, it means being a team player to take direction and not offering their own opinion. On the other hand, a group of “yes humans” means no one speaks up when they see something wrong. There are stories of flyer pilots from such cultures that, when told to circle an airport and are low on fuel, do not speak and eventually go down. No one thinks it will happen to them before it does.
After obeying staff performing the task, they are asked to do when they are told that it is nice until you are in a situation where your blind spot if something could have been brought to your attention if only your obedient team players talked. But unfortunately, you decided to appreciate conformity in front of thinking.
What do RockStars really want from their employer?
4. You overlook the opportunity and do not talk to the challenges that someone will face in the job. Most jobs can be described as “We will do the same as you did for your current employer for us.” But when you allow for the job hunter, you describe it as “a unique opportunity with a fantastic team of people everyone engaged in Excellence. We move your career forward in ways you can’t imagine (or words on this). “
You never talk about the friction that the new rent will experience in the job and what happened to the last four people sitting at the desk, you will ask them to sit on. The new rent ends up and discovers from their colleagues and their own experience that there is far more friction in the role than they had been led to believing and regretting the decision to participate within a few weeks.
As a result, they do not give you their best work because they are disappointed with what you did not tell them during the interview.
3. You are not talking about what success will look like for the new rent during the interview. How are they evaluated when they join you? What would they have achieved after 90 days or after a year if they were a fantastic rent?
If they do not know the goal they are aiming for, how will anyone know that they will be successful or fail? If you jump it on them at the annual review, you set them up for failure and disappointment.
During the interview, it is important to be transparent to evaluate whether they were successful rent. If you scare them off because they think your demands will be too challenging to meet, it’s great!
At the same time, if you give offers to people who reject them because these demands exceed what they believe in their abilities is the feedback to
You who you need to customize and change.
2. To make a decision takes an eternity. You interview five, 10 or 20 people. No one is absolutely right. It’s all because you are unclear about the criteria for filling the position. You can’t decide who to hire because you’ve never been firmly on who’s qualified, so much less how to evaluate qualifications. The longer you delay, the more expensive the process becomes.
You invest more and more time interviewing people who cost time and money by pulling you away from your other responsibility.
It is important to decide what would make someone qualified and evaluate these skills during interviews.
And No. 1 -Error Hiring managers, HR -Fagen people, directors, VPS, managers and business owners are: are:
You think you can evaluate for fit. Unfortunately, everyone who is involved in the employment process exaggerates their abilities. As mentioned earlier, most employment leaders talk about having a fantastic team of people and a great opportunity.
“I mentioned that we are like family here?” Maybe you are like all families in the American holiday movies that will kill each other!
If you hired people before, you know that job hunters are also exaggerating their abilities. But in addition, they are on perfect behavior because they were trained to be polite, polite and respectful during interviews. After all, they want the job and were asked to act that way in all serious situations.
Here’s how I evoke a lack of information
As a result, given that you are on good behavior and present your opportunity in a beautiful light, and so are they, how can you decide if they will fit in? The data says you can’t.
Rent for qualifications.
Check references to identify “Maniacs.” Ask for secondary references instead of only relying on those delivered to you by the potential new rent.
“Who else do you know who I could talk to about Mary’s qualifications?”
Listen to what is said and not said. Then dig deeper on both instead of leaving their statements on the surface.
Hiring does not have to be hard, difficult or painful. It doesn’t have to take a long time or result in constant failure. The skills required to hire effectively are different than those required to manage or lead.
Implementation of the changes recommended in this article gives you an organization with a huge leap forward with your employment. If you would like my advice to hire more efficiently, your job search, administration and leading and/or solution of workplace -related problems, you can plan time with me at www.thebiggamehunter.us.
If you prefer a more do-it-yourself approach, the blog has thousands of posts that you can see, listen to or read … but they are not personalized for you.
Ⓒ The Big Game Hunter, Inc., Asheville, NC 2021
What’s so good about hiring team players?
Which companies look for when choosing a board member
About Jeff Altman, Big Game Hunter
People hire Jeff Altman, Big Game Hunter to give no BS Job Search -Coaching and Career Counseling globally because he is doing job search
And succeed easier in your career.
38 deadly interview errors to avoid
You will find good info and job search coaching to help with your job search at jobseearch.community
Connect to LinkedIn: https: //www.linkedin.com/in/thebiggamehunter
Plan a discovery call to talk to me about one-to-one or group trainer during your job search at Www.thebiggamehunter.us.
The interview error for many leaders commit (and how to correct it)
He hosts “No BS Job Search Advice Radio”, # 1 podcast in iTunes for job search with over 3000 episodes over 13 years.
We give permission for this post and others to be used on your site as long as a backlink is included Www.thebiggamehunter.us And it is notified that it is provided by Jeff Altman, Big Game Hunter as a writer or creator. Not acknowledging his work or giving a backlink to Www.thebiggamehunter.us Makes you subject to a $ 1000 penalty that you proactively agree to pay. Contact us to negotiate the use of our content as training data.