You have probably experienced this situation. You hired an employee who seemed to be perfect, but soon turned out not to be at all. This often happens in sectors such as sales or marketing where job applicants know how to present themselves perfectly, but their actual performance is not so perfect. The recruiter has the important work to reveal and exclude such applicants. How should this be done? The HR Communication server published the following recommendations.
Beware of empty words
Be cautious when an applicant uses one buzzword after another. The same applies for resumes full of impressive jobs which, however, lasted only for short periods of time. Do not let applicants talk only about their ideas; you should want to know how their ideas have worked in practice.
Clothes are not everything
A perfect outfit does not mean the applicant is perfect. Good looks should be the applicant's advantage, not a necessity. This sounds obvious, but be honest, clothes and appearance are still very often given to much significance.
Be cautious when an applicant is available immediately
If you urgently need a new employee and someone is available immediately, it sounds great. Be careful, however, not to decide too quickly. The best candidates are usually not available immediately. First you need to find them and convince them to choose you.
Check references
Here, nothing else can be said than that you are making a mistake if you do not check references. You cannot blindly believe that applicants really can do what they claim.
Do not choose employees based on your feeling that they will stay with you for a long time
You certainly want to avoid the situation whereby you would have to recruit again for the same position after only a few months. However, it is also a mistake to phase out excellent applicants just because you think they are so good that they would not stay long. Be happy that stars want to work for you.
Do not ignore overqualified candidates
Each applicant decides independently what he wants to do and where he wants to direct his career. Do not decide for him by rejecting him only due to the fact he is applying for a lower position.
Do not demand titles
Focus on skills, not on getting a degree in a particular field of study or graduating from a certain school. Be also careful not to favor graduates from the same school as you attended. You want to see more than diplomas.
Think of your corporate culture
The applicants' ability to fit into your team and company is as important as the ability to perform a job. Consider what types of personalities can get along together.
Do not strictly follow job descriptions
The process of communication with job applicants may show that you are in fact looking for something a little different than what is written in your job advertisement. Feel free to adapt to your needs.
-Kk-