Hiring the wrong people can be a costly mistake for most companies.
Bethesda, MD (PRWEB) May 12, 2014
Interviewing suitable candidates to fill available positions within a company can be a tedious task. Most employers hardly know what is appropriate to ask and how to gain the information necessary to decide whether an interviewee is the best fit for the company and position.
* Weeding Do’s and Don’ts: Use the interview as part of a longer hiring process to eliminate candidates who might not be a good fit. Include tasks in the application process that reveal details about an applicant’s personality, and use the interview to glean insight into how he or she might be able to contribute.
* Legal Do’s and Don’ts: Well-intentioned employers ask many questions in an interview that border on breaking the law. From obviously discriminatory questions like, “Are you pregnant?” to tests that unintentionally reveal information that could skew an employment decision, there are many legal requirements that could trip up an unwary employer. Work with an attorney well-versed in employment laws on how best to gather important insight.
* Practical Do’s and Don’ts: Background checks are necessary, but employers should be careful to stay within the boundaries set by law. When feasible, conduct multiple interviews and set a trial period for the new employee with the understanding that there may be a permanent position available if all goes well. Remember that candidates are on their best behavior at the interview, so visible flaws are likely to be even more obvious when they have the job.
Hiring the wrong people can be a costly mistake for most companies. The best candidates from the interview process might turn out to be unable to produce the results that were expected from them. The reasons could have been discovered prior to employment if the hiring process had been designed thoughtfully and with care.
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