Recruiting the right people for your organisation always entails some risk – both for you and for the candidate and clearly minimising the risk factor is extremely important. So how can we minimise this risk?
How many middle & senior managers (not in HR) are actually trained on interview techniques? Sadly not many and we can end up learning poor techniques from our peers. Hopefully these tips and our Interview Guide may help.
- Thoroughly interview – sounds obvious but sometimes people get so into selling their company they forget to ask enough questions of the candidate – and really listen to their answers – don’t accept at face value but re-question to dig deeper.
- Ensure you are not interrupted by phone or people.
- Get a 2nd opinion – big companies have the resources to do this but probably even more important for smaller companies to get someone else involved for a 2nd interview.
- Take up references – ideally talk to previous employers (we can do this for you) and ask the right questions. Written references tend to be pretty non-committal and tell you very little.
Social Media now gives us other ways to check out potential employees by looking at Facebook, Linked In, Twitter and other sites – but how far should we go?
Some companies are even asking candidates for their Facebook password! Ethical or not? I think not – surely we all have a right to some privacy – would you like an employer to see your Facebook page?
Linked In is different as this is definitely business based so candidates should be pleased that a potential employer is looking at their profile – you don’t need a password to do this.
Twitter can also be enlightening but is this a step to far? I’d be interested to hear what you think as social media is here to stay.
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