Eight hiring mistakes in application and interview
Salam & hello to all my dearest reader, this is one of my assignment that i wrote in 2004 for Human Resource subject. My lecturer for this subject is Mej (B) Zalina binti Sungip.
Eight hiring mistakes in application and interviews.
Every year Malaysia Ministry of Defense will conduct an interview to select a new batch of cadet officers or recruits to join armed forces that being administrate under their human resource department depending on their requirement of man power and other particular needs. This is hard job, in order to select a new cadet officers or recruits for a certain quota from a thousand of candidates. Ok let me start, first do not pre-screening applicants, pre-screening applicants is a must for recruiting and hiring the best employees.
We can discover whether the candidate has the knowledge and experience that you need. You can gain a sense about the person’s congruity with your culture. What can I say in the current situation, sometimes interviewer (higher rank officers) does not doing this because the candidates is their friends son/daughter, their family and etc. They just put in the list as “selected”. Always pre-screen applicants. Second is fail to prepare candidates, if your applicant fails to ask about your company and the specifics of the job for which he or she has applied, help the applicant out. Prepare your applicants better for the interview, so interviewers spend their time on the important issues like determining the candidate’s skills and fit within your culture.
Prepare the candidate by describing the company, the details of the position, the background and titles of the interviewers. This is very important to eliminate time wasting while the candidate interviews. As an example, give a lot of information that related to armed forces through website, poster, brochure, and they will know how the life and culture in military is going be. At least they know the surfaces in this field. Third, fail to prepare interviewers, we wouldn’t choose a college for our child or launch a project without a plan and put so little planning into interviewing candidates for positions. Interviewers need to meet in advance and create a plan.
Who is responsible for which types of questions? What aspect of the candidate’s credentials is each person assessing? Who is assessing culture fit? Plan to succeed in employee selection in advance. Lack of knowledge and non motivational interviewers will affect the effectiveness in hiring process. As an example, if you put an interviewer that specializes in mechanical engineering (an army officer of Engineer Chore), is it reliable to select a management related job candidates? Fourth is rely on the interview to evaluate a candidates, the interview is a lot of talk and most frequently because applicants are not prepped in advance, a lot of interview time is spent giving the candidate information about your organization.
Even more time is wasted in different interviewers asking the candidate the same questions over and over. During an interview, candidates tell you what they think you want to hear because they want to successfully obtain a job offer. This is very important to them to develop several methods for evaluating candidates in addition to the interview sometimes they only sweet talker person. As an example, create a test that include with a particular questionnaire to evaluate them. Fifth, do nothing but talks in interview, every interview needs to have components other than questions, answers and discussion. Ask about his or her experience with situations you point out. As an example in a manufacturing company, ask how the candidate would improve a process. Watch the candidate perform a task such as separating parts or components to get a feel for their motor ability. As long as you use tests and tasks that are directly related to the position for which the individual is interviewing, you will earn a lot of information to use in your selection process.
Sixth is evaluating personality not the ability, this issue is always related to woman exploitation and it would be nice for you to like everyone at work but this is much less important than recruiting the strongest, smartest, and best candidates you can find. In this situation, you must select 1 person from 5 candidates to work with you and from my reading people tend to hire people who are similar to themselves. They are the most comfortable with those candidates. For that causes you select the last person who do you think is nice looking. Seventh is fail to differentiate via testing and discussion, this is very difficult to differentiate one candidate from another because everyone has a list for all of the qualities, skills, personality factors, experience and interests you want to see in your selected employee.
This not an easy job because you must identify most critical factors for contribution and success given the job, the skills of the other employees and the needs of your customers. This is called critical job thinking. Eighth is develop a small candidate pool, take the time to build a candidate pool with several candidates who meet the needs of your organization don’t to rush in order to select a quality job holder. Don’t select for someone if you don’t have the right person with the skills and experience you need and for sure expand the time of selecting process would be the good affect to the organization. If we do these activities successfully, we will increase the probability of a happy, successful employee contributing what we need from him or her to our organization.
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