Want to avoid hiring mistakes? Focus On Meritocracy

Want to avoid hiring mistakes? Focus On Meritocracy

Nowadays, in a tough job market, a day delay can mean a subtle difference between hiring the perfect candidate or missing out on Top Talent. It seems lavishing to pursue applicants just on the basis that they look promising on paper.

Even, irked recruiters skip the part of the interview process short just to move the potential candidates along to anxious hiring managers. Whacking to fill the positions that remained open for a long time, managers brisk through interviews allowing the ones with strong resumes step into the empty seats.

Unfortunately, such hustle drives to costly hiring mistakes when it becomes visible that hired candidates lack key skills or are simply not the best match.

But there is a tried and tested approach! While they are doing their job, the interviewer knows the best way to entice a detailed response is to ask behavioral questions.

After all, a sound approach to uncover how people have performed in their past jobs and what they think about the current opportunity is simple, just make three valuations during the interview:

  • Distinguish which candidate best fits the profile
  • Scale which candidate makes the perfect fit based on experience and temperament
  • Recognize who really wants the job and who will excel at it

The conventional mistakes made by smart candidates is that they can “wing” it and a lot of the times, they can actually get away with it at an interview. But as you know it takes a series of questions to identify the difference between the applicants who interview well and the one who performs the job well.

To hire the best, below are some conventional interview questions that an interviewer should ask candidates irrespective of the job position,

1)   Please describe yourself?

Many of the interviewers started with this question not just to acquire information about you but to assess the candidates poise, communications skills and delivery style.

If the candidate commences his answer with details about his childhood, early career, hobbies, likes and dislikes then it may suggest that this isn’t the type of person that you are looking for.  Candidates are allowed to go off script and meander for about 30 seconds but it can be problematic if the answer exceeds 2 to 3 minutes.

Interviewers want to know the real person in terms of characteristics, personality traits etc. but at the same time, the candidate should keep the conversation relevant and always stay succinct.

Why do you want to leave your current job?

A recruiter looks for honesty and transparency in the answer since many talented candidates lose their jobs due to retrenchment or internal changes. However, if the individual offers a hazy reference to different opinions or merely justifies the move due to the arrival of a new boss then Interviewers MUST dig a little deeper for possible performance issues.

What Are Your Weaknesses?

Undoubtedly, some applicants are well prepared for this question so they are able to share the slightest areas of development. However, smart interviewee tries to turn the question around and present their weaknesses as professional strengths.

But as the interviewer, it is your responsibility to distinguish between a deserving candidate and the one who is taking steps to improve oneself.

So, Let’s close:  If you are still on the fence about hiring your selected candidates hen why not entrust Emerging Search Consultants, to give you a few more options to compare. Our consultants undertake competency based techniques to our interview process and in most cases, our clients actually regard our process as the first stage interview.

Contact our experts now; call Emerging Search Consultants at 087 135 3510 or write at info@emergingsc.com to find the best match for your company.

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