How to avoid this costly recruitment mistake

Posted on by Nancy Slessenger This entry was posted in Grapevine, Recruitment and tagged . Bookmark the permalink.

Avoid making recruitment mistakes

Avoid making recruitment mistakes

 

Have you even interviewed someone and liked them so much you’ve offered them a job? And then regretted it later?

 

 

It’s so easy to do and it’s such a costly mistake to make. “Marry in haste, repent at leisure” as they say.

 

 

How does this happen? And how do you avoid this mistake?

 

 

 

Lack of proper preparation

 

It’s very easy to be a bit vague about what you need in a role. You may just need someone to ‘help out’ and ‘do a bit of admin’. Or ‘just someone who answers the phones’ or ‘who keeps things organised’.

 

 

We recruit a lot of those kinds of people for our clients.

 

 

What we find is that in the past, they have not really thought about the kind of person who would be good at that job, so instead, they’ve just recruited someone who ‘was great in the interview’.

 

 

Being great in the interview does not always correlate with being great in the job.

 

 

There are many jobs where the opposite to this can be true. Many people who are good at doing lots of detailed admin work, reliably and faultlessly, are often no the ‘life and soul of the party’ types.

 

 

As a consequence of this, they can come across as rather quiet and even nervous at interview. However, their opposites, the kind who will not be able to concentrate and will make lots of mistakes (many of which you won’t discover till after they’ve left) come across very well in interviews.

 

 

 

How to avoid the problem

 

You need to be really clear, as part of your preparation, what kind of person you need.

 

 

 

Find someone who is good at this job or a similar one

 

The best way to do this is to find someone who is already good at a similar job and see what they are like.

 

 

Once you have someone who you know can do the job, you need to work out some ways to identify this kind of person during your recruitment process.

 

 

 

Get the facts

 

Do as much research as you can. Check their application form and the records you have of their progress through the recruitment process. Find out about their background and qualifications (not always as good as you might have guessed). Then ask them some of your typical interview questions and see what they say.

 

 

Very often you’ll find that their answers are not the ones you would typically look for.

 

 

Just doing this small bit of extra research can prevent you from many costly mistakes. When you get the right person you wonder how you ever managed without them.

 

 

Get more help with recruitment here.


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