P. 1


Views: 2|Likes:
Published by Nauka Singhvi

More info:

Published by: Nauka Singhvi on Nov 28, 2012
Copyright:Attribution Non-commercial


Read on Scribd mobile: iPhone, iPad and Android.
download as PPTX, PDF, TXT or read online from Scribd
See more
See less






Mistake 1: “We want the person who just left the job” No you don’t. The person you hired originally is who you are looking for. The person who has just left is not the person who will want the job as they can already do it. . you need some stretch in the role for the prospective candidate.

Once you are confident the reference is accurate… .Mistake 2: References are taken as a “tick box” exercise There is NO better way to really find out about an employee than to find out how they performed in a previous job. This will be much more reliable than any interview process.

First impressions are critical.Mistake 3: Not selling your company brand You may think you are the best company to work for but without providing a great impression and an engaging interviewer to a candidate. they won’t feel the same. .

Have the prospective manager involved from the start. .Mistake 4: The Line Manager is not actively involved Everyone says their staff are their most important resource but how many times is the recruitment left to the HR/ recruitment department? You will get out what you put in.

Stop re-hashing old job specs and work out competencies of the role. what the key competencies are for the role. . don’t be surprised if you cannot find the right candidate.Mistake 5: Out of date. too narrow or too vague job specs It may seem like a chore to write but if you cannot agree what the job entails.

Try other assessment methods: • Group role-plays • Psychometric tests • Presentations • Exercises “Tell me about yourself again and again and again…” . Interviews alone only have a 30% accuracy.Mistake 6: Over Interviewing Interviewing a candidate more than 4 times generally means that you are not doing interviewing effectively.

Mistake 7: Delaying the Recruitment Process Don’t start the process until you can answer the question “if I saw the perfect person tomorrow would I hire them immediately”. Delaying the process sends all the wrong messages to candidates. .

Get the team involved. they can help and they will appreciate being asked.Mistake 8: Not involving the existing team in the process Those who will be working with the person have a huge interest in who you hire and can be very perceptive in terms of the fit and the skill-set match. .

Network your own organisation and contacts.Mistake 9: candidates Under-utilising your own people to source The best hires are generally referrals from someone who has worked for or with someone. . Ensuring there is a constant pipeline of referrals is critical to find great talent for your organisation.

.Mistake 10: Over stating the role If you mis-represented the role at the start. They may disengage from the start. you may hire the person but they won’t stay. You have already broken the psychological contract with the employee. Be open and honest about the role from the beginning of the hiring process.

Name Title: Phone: Email: Twitter: Website: Peter Cosgrove Director – Cpl 01 614 6160 / 087 6200836 peter.ie .ie @petercosgrove www.cpl.cosgrove@cpl.

You're Reading a Free Preview

/*********** DO NOT ALTER ANYTHING BELOW THIS LINE ! ************/ var s_code=s.t();if(s_code)document.write(s_code)//-->