How to Eliminate 50% of All Hiring Mistakes in 4 Minutes
I'm going to contend that more interviewing mistakes are made in the first 30 minutes, than at any other time. This video describes why, and a very simple way on how to avoid them.
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Lou Adler (@LouA) is the CEO of The Adler Group, a consulting and training firm helping companies implement Performance-based Hiring. He's also a regular columnist for Inc. Magazine and BusinessInsider. His latest book, The Essential Guide for Hiring & Getting Hired (Workbench, 2013), provides hands-on advice for job-seekers, hiring managers and recruiters on how to find the best job and hire the best people. You can continue the conversation on LinkedIn's Essential Guide for Hiring Discussion Group.
Managing Director at Viking Tooling ; tool and die makers , cnc production low and high volume, metal stamping
9yvery sensible
Chief of Staff for Congresswoman Aumua Amata Radewagen of American Samoa
9yGreat advice. Just went through a hiring action and interviewing candidates for a job opening in my directorate - all were phone interviews due to the locations of the candidates. So a little tough to make an overall assessment, but it made us, the panel, pay more attention to the verbal presentation and answers to the questions. Discussions with the panel after the interviews were very helpful in my decision who to hire.
On the other side of the interview process, the job candidates are coached on how to make the first impression in a few seconds of time and to create as close to instant rapport with the interviewer as possible. The point is to get them on your side as quickly as possible. Main reason for this is that seldom does one change their first impression and will support the candidate regardless of their ability to perform the tasks required. Performance based interviewing and setting up questions aimed to reveal the traits that you wish to add to your team mix, will to some degree reduce the activities of the candidates. This unfortunately takes planning and work on the part of the hiring manager and too many just want to “wing it” because “they know a good candidate” when they see them. This is also why poor employees are kept long after they really should have been let go. The hiring manager ties their own ego (or whatever) to the poor discussion of hiring the candidate with the wrong fit and rather than look like they made a mistake in hiring, will live with the poor selection.