So here's a Blast from the past !
What are the options to traditional interviews?
Companies could use a lot more case studies and group hiring techniques. They could also use- "work one day on the job" so that the interviewee gets a feel of the place, his boss and subordinates.
Could you give an anecdote (not necessarily within your current company) in which a better evaluation technique could have helped avoid a hiring mistake?
Most hiring mistakes happen when both sides do not gauge the requirements of the other side. In one case a candidate with the requisite skills was hired into a fresh team of a company. Even though she had the competencies that the job demanded of her, there were two major differences that both the sides ignored putting any attention to , or to clarify. She had come in from a process oriented company where everyone knew of the field. Here she was going to be in a fresh team that was starting off and had to put processes in place. In the previous job her profile had been to interface and build business with external customers while in this job she had to interface with internal customers, which eventually led to her frustration and quitting the job in 4 months.
Could you outline some best practises that will help avoid hiring mistakes?
Both sides need to clarify the job down to the last detail. The candidate should meet and spend some time with prospective peer group and boss. The prospect should also find out how critical is the job, who did it earlier, scope for growth and learning, how will performance be evaluated etc. Remember, most hires leave on account of interpersonal problems with the team/supervisor, or because what was promised and what was delivered was not clear. Both sides need to explore and clarify their assumptions before they jump in to the joining. Costs of not doing so could be not just monetary but far worse like ill-feeling and a bad taste in the mouth.
I think most of all, its important to remain flexible, while making sure that the candidate meets the requirements of the job. Often we close ourselves to options because of too many filters - on education qualifications, experience type, industry type, number of years of experience...etc...etc..
ReplyDeleteIn many situations, candidate goes by the brand image and assumes wonders in the new environment. It is likely that a recognized brand too may not deliver what it commits hence leads to disappointment and regret.
ReplyDeleteWith respect to seeking clarity on Appraisal process, well thought of procedures may be laid down including documentation around it, however the results are seldom based on actual performance but perception and favours.
Rajesh Pandita
Want to write it through employee perspective. when employee ask about work profile, they sometimes mean a detailed description regarding the work and organization needs,culture,etc. but it is often seen that employer assume that employee by themselves knew what the organization is all about. Other than this employer try to circumvent through communication which leads to problems. Transparency to some extent does not make organization vulnerable but it can lead to more open and understanding communication. Whatever short or long term plans an organization have with an employee, it should be clarified properly. Organization literally have to come out of their fears like what Anuradha commented in this post.
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