g the job tasks and the relevant qualifications and experience needed from potential candidates. So while IQ and aptitude required for the job is listed, the EQ and attitude required for the job is given a see–through. The failure, to assess the inter-personal and intra-personal qualities needed of an individual for a joEver heard of the “round peg in the square hole” syndrome? It can essentially be used to describe a situation where you have hired the wrong person for the right job or vice versa.

Most companies generally hire employees based on their essential qualifications and experience. However it holds wise to remember that there are a multitude of factors that need to be kept in mind, while hiring a new incumbent. No matter how long it takes to find the perfect person for the job, it pays to wait for the right candidate to walk in than hurry and choose an ineffectual.

Sadly in spite of a growing awareness about these factors, a lot of companies still go wrong in the hiring process and end up placing the wrong person for the job. A wrong hire does not only add to the cost burden but also to the work and time burden of a company. As is often said, ‘wrong hiring is worse than no hiring’.

This article seeks to provide you with answers to the essential question: Why do so many companies still make the same mistakes? Additionally giving you pointers on what you should remember during the interviewing process.

Look beyond qualifications and experience

Generally, when a job need has been identified, HR executives draw up a brief, detailing the job tasks and the relevant qualifications and experience needed from potential candidates. So while IQ and aptitude required for the job is listed, the EQ and attitude required for the job is given a see–through. The failure, to assess the inter-personal and intra-personal qualities needed of an individual for a job

here are a multitude of factors that need to be kept in mind, while hiring a new incumbent. No matter how long it takes to find the perfect person for the job, it pays to wait for the right candidate to walk in than hurry and choose an ineffectual.

Sadly in spite of a growing awareness about these factors, a lot of companies still go wrong in the hiring process and end up placing the wrong person for the job. A wrong hire does not only add to the cost burden but also to the work and time burden of a company. As is often said, ‘wrong hiring is worse than no hiring’.

This article seeks to provide you with answers to the essential question: Why do so many companies still make the same mistakes? Additionally giving you pointers on what you should remember during the interviewing process.

Look beyond qualifications and experience

Generally, when a job need has been identified, HR executives draw up a brief, detailing the job tasks and the relevant qualifications and experience needed from potential candidates. So while IQ and aptitude required for the job is listed, the EQ and attitude required for the job is given a see–through. The failure, to assess the inter-personal and intra-personal qualities needed of an individual for a jo

ompanies still go wrong in the hiring process and end up placing the wrong person for the job. A wrong hire does not only add to the cost burden but also to the work and time burden of a company. As is often said, ‘wrong hiring is worse than no hiring’.

This article seeks to provide you with answers to the essential question: Why do so many companies still make the same mistakes? Additionally giving you pointers on what you should remember during the interviewing process.

Look beyond qualifications and experience

Generally, when a job need has been identified, HR executives draw up a brief, detailing the job tasks and the relevant qualifications and experience needed from potential candidates. So while IQ and aptitude required for the job is listed, the EQ and attitude required for the job is given a see–through. The failure, to assess the inter-personal and intra-personal qualities needed of an individual for a jo

ential question: Why do so many companies still make the same mistakes? Additionally giving you pointers on what you should remember during the interviewing process.

Look beyond qualifications and experience

Generally, when a job need has been identified, HR executives draw up a brief, detailing the job tasks and the relevant qualifications and experience needed from potential candidates. So while IQ and aptitude required for the job is listed, the EQ and attitude required for the job is given a see–through. The failure, to assess the inter-personal and intra-personal qualities needed of an individual for a jo

g the job tasks and the relevant qualifications and experience needed from potential candidates. So while IQ and aptitude required for the job is listed, the EQ and attitude required for the job is given a see–through. The failure, to assess the inter-personal and intra-personal qualities needed of an individual for a job, is one of the more common reasons for hiring a mismatch.

Pointer#1 To avoid this mistake remember to list the qualities you think are required for a job profile. This makes for a scientific hiring process. One that will help you pick the right candidates from the wrong.

Prepare for the interview

An interview is by far the most accepted method to recruit new employees. Given its criticality many companies, in reality, rarely give a thought to planning the interview process. The fallout of an unplanned interview is that the right questions remain unasked, leaving you with a misfit in hand.

Pointer #2 Plan the interview. Determine the questions you want and a general guideline of the answers you expect for the same. As an interviewer, YOU need to guide the interview process. A well-thought interview process will effectively help you to evaluate a person’s skills and determine if he/she is the right candidate for the job.

Follow the 80/20 rule

An adage that interviewers generally tend to forget is that “It pays to listen”. More often than not, it’s the interviewers who end up talking more than the interviewees!

Pointer #3 While interviewing follow the