It happened to us all to manage others. It is overloaded at work and extra help is needed. After looking like pulling teeth, we appreciate the budget request and we can find a person who goes out and reduces workload. We will create the job description of the "Hope List" and send it to the head ad hunter, internal recruitment staff, or classified ad section of the local newspaper.
We always start with the highest intention. We have to hire someone to meet all expectations. We think that a person who matches our "hope list" wants Tea. After accumulating resumes containing misspelled words, the apparently inflated skill sets and skills clearly shift position because gears are mismatched.
Well, please go back to the wish list. I will acquire a bachelor's degree instead of an MBA. Do we really need 5 years? Experience; perhaps someone with six months experience will do it. Ultimately, we can train someone to meet our needs.
Several weeks later, or our patience-rich people, a few months later we will throw away the hope list together. "We are going to appeal to those who asked," Please find me someone, someone who can do the work. " And they do.
We will interview three to five candidates. Offering the best of the candidate pool, cross your fingers with both hands.
As a Fortune 100 company employee relations manager, I often received a phone call from a manager who did this. "I hired this man (or woman) about three months ago, met the criteria of today's work,
After further discussion, the manager had doubts the employee before dismissing him, but "I was asking for help, the manager was asked what I did to talk to the employee in question When, the correspondence was generally "nothing" thing.
What many managers do not understand is that we can not dismiss employees on a whim. When dismissing a person who was not consulted about the shortcomings of his achievement and dismissed a person who did not have the opportunity to improve, the result was litigation, complaint to the state agency, complaint that it was abolition, the Equal Employment Opportunity Committee (EEOC) There was discrimination, etc. Without discrimination (in most cases), we forget the fact that employees simply can not do the job. Before the ink dries during the closing procedure, the manager is called racist, sexist, incompetent, or all of the above. The company is a bullying company that is not sensitive.
And after all, managers need to find someone to meet the position and start over. More time, more money, more training for new employees.
At first it is correct
So, how do you avoid the nightmare above? You will do it correctly for the first time. You hire the right person for the right job. It is called "difficult to hire and manage easily". Even if you spend time and effort to hire the right people, even if you make a lot of effort to identify candidates who can improve their grades, you can easily manage and do not need to repeat the recruitment process I will repeat degrees again and again.
I will start with that "wish list". What exactly do you need? If you are looking for a senior accountant, you may want someone who has considerable experience in addition to formal education. It is unreasonable to expect that a new graduate can bear the responsibility as a senior management. What skills are required for positions? If work requires a large amount of written communications, please discard those resumes and cover grammatical errors and misspelled letters. If you need an oral presentation at that position, please do not consider the candidate who seems to be very bad at the interview.
Many times, the manager confirmed that she felt something in the "bowel" when she was interviewing the candidate. "I did not think something was right, but because I could not put my fingers, I proceeded and hired him." Listen to your bowels. If something in the interview sounds a warning, listen to the warning.
The interview itself is important, but many managers are not trained in interviews. Behavior interviews are an excellent way to know how candidates fit into your company. "Please tell me the problem you were holding at the last position and how to solve it," Please tell me about the worst supervisor you had.The candidate says "Well, my last boss is scheduled I was expecting to work out of time beyond the end.I do not like to work more than 8 hours a day.If the candidate method of solving the problem in work was to give the supervisor, Are you a person who reduces your work or increases it?
Many employers have only neutral reference to legally protect themselves, so it is difficult to obtain much information for reference. But when listening to your reference, please listen carefully. And it must not be your recruitment but an employment manager to convene. It is you who need to know the type of employees of other companies. If the previous manager looks hostile when asked about former employees, this is a potential potential future problem.
When employees work closely with others in your department, it is not a bad idea to interview other people. You will not want a director's position candidate to interview potential employees. You can ask another manager of your department and you can also interview in close collaboration with your department. Alternatively, you can request an interview with someone from a senior position (eg vice president). It will always help to have a second opinion.
If you decide to hire a candidate, give him the opportunity of success. Please inform him of the things you expect from him from the outside. Schedule a meeting for the first few weeks to check his progress; let him know where he is meeting your expectations and missing. In areas where employees are scarce, make constructive criticism and inform employees that they want to work with him to succeed.
After the best efforts, occasional shortages may occur when you hire the right people for work. However, it is highly likely that bringing our power into identifying the right person will result in successful outlets for us and new recruits.
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