Looking for a new team member can be a hassle. Everyone has a different picture of how the person should be and what skills the candidate needs to have. The higher management with the bigger picture and the growth strategy in mind has another idea of the perfect candidate than the manager the new employee will work for in the future. And the team members are looking for something different in the new colleague again. Different perspectives generate different ideas. So far so good\u2026 and understandable!<\/p>\n\n\n\n
The question is though, who is the one with the final say? Who takes the lead in the hiring process? Who\u2019s decision is the determining one?<\/p>\n\n\n\n
\u201cMany hiring processes fail, Candidates are invited for several interview rounds only to be informed in the end that they don\u2019t match the required profile \u2026 This is spilled time and effort of everyone involved! The result is a frustrated candidate and a position that keeps being vacant during all that time! <\/strong><\/p>\n\n\n\n Before starting the hiring adventure a few things need to be defined and agreed on<\/strong>: profile (skills, competences, experience), priorities, knock-out criteria, interviewing process, decision makers and stakeholders with veto rights (if needed due to importance of the position or political reasons). There are a lot factors that can influence and postpone the hiring process if these basic points are not being defined in advance.<\/p>\n\n\n\n At the stage of interviewing candidates there is one crucial attitude that every interviewer needs to internalize:<\/p>\n\n\n\n \u201cInterviewing is about qualifying, Often enough a bunch of interviewers is lined up for a candidate. Unfortunately far too many interviewers actually don\u2019t know their role, their competences and what they should be looking for in a candidate. You\u2019ll recognize them when they ask for the job description half an hour before the interview\u2026 With the input of the job description and their own interpretation of it they meet the candidate and start interviewing, or should I better call it interrogating\u2026?<\/p>\n\n\n\n The interview is one of the most important elements of the hiring process. Unfortunately there are not many people who are able to conduct a professional interview. Often enough it is either a nice chat or a very formal, sometimes even awkward conversation. Both doesn\u2019t lead to the result we would like to generate \u2013 getting to know the candidate, assessing his\/her potential and matching it to what is being looked for in the position. Due to these shortcomings in the interviewing process many companies are working with assessment centers or online tests in order to have a second tangible \u201cjudgement\u201d about a candidate.<\/strong> In case the candidate is hired and doesn\u2019t work out, you can always blame the test\u2026<\/p>\n\n\n\n
because the roles and competences of the stakeholders
are not properly defined in advance.\u201d<\/em><\/strong><\/p>\n\n\n\n
not disqualifying a candidate!\u201d<\/em><\/strong><\/p>\n\n\n\n