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Get Your Hiring Process Right

Fundamentals for Choosing a Better Team

by Prabbal Frank | Version 1.0
Category: HR Skills
Level: Intermediate

Organizations are in essence groups of people sharing common objectives. It is the people in the organizations that make a difference in it’s earning and growth. A good team can spur an organization to success while an incoherent team can doom it to bankruptcy. Human assets are the most important assets an organization can have.

What if human assets turn into liabilities? Yes, a wrong hiring decision can do just that. A perfectly sound organization can get astrayed on the highway of failure. Many job applicants misrepresent their background and experience to get the job and when they do, it’s already too late for the organization. It costs the organization in terms of time, money and reputation. In fact a recent survey by the Inc. magazine revealed the following startling facts about job applicants:

Assign high priority to the hiring process. Spend more time and effort in the recruitment process. Consider the below mentioned steps to prevent hiring mistakes:

5 Steps towards Interviewing Better

1. Choose Skills

Determine in advance the skills which would be required to perform the job in question successfully. Further, divide these skills into levels such as essential (which are absolutely necessary for a potential employee to have) and convenient (which are an added advantage if possessed by the potential employee).

2. Select Questions

Prepare a list of questions in advance which you intend to ask the potential employee. Questions of probing nature must be worded in more than one way so that they may be put to the potential employee more than once and his response judged accordingly. Make sure to have a mix of open-ended and close-ended questions.

3. Interview the Person

Person is more important than the skill set. What will you accomplish with a person who is excellent at the requisite skills but does not has the aptitude to work in a group? You need to know the traits and values the person carries. However, high pressure situations will not encourage him to elicit information on hidden issues. So make sure that you make the interviewee comfortable and then let him do most of the talking. Don’t forget to probe any unclear points on his/her résumé.

4. Close Smartly

Give the interviewee a chance to ask any concerns he might have about the job. Review the important points which you have discussed during the interview and close on a friendly note. In no case should you give any false encouragement or dwell on reasons for rejection.

5. Rate on a Scale

After the interviewee leaves, give him a rating on a scale of 1 to 6 or A to F and write important points on his résumé, to enable recall at a future reference point.

About the Author

The writer is an author and an acknowledged soft skills trainer. He can be reached at for any comments.