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Casual Articles - Common Hiring Mistakes
In any business entity, the type of business determines the income tax return form to be filed. In other words, the business structure determines the legal and tax considerations. S Corporation is one of the most common forms of business structure with a limited number of shareholders that is treated as a partnership
7. Unlawful (discriminatory) questions.
8. Seeing the resume as an honest reflection of the person’s potential.
9. Not having an interview plan.
10. Failing to take accurate notes during the interview.
11. Not asking enough open ended
In the United States of America some industries have been targeted as those most apt to hire illegal aliens and this is due to a long track record of abuse of exploitation of Hispanic workers and also of fines and violations. There are many such industries such as landscaping and carwashes especially. But there are m
It is easier to teach someone new job skills than it is to change their values, beliefs, attitudes or philosophy. So, you are sitting across the desk from one of the above potential candidates. What do you do? Well, the first thing is to avoid making one of several common hiring mistakes. They are:
1. Talking too much.
2. Giving information before you get information.
3. Developing the ‘halo’ effect.
4. Over selling the position.
5. Alluding to future opportunities that may or may not be realistic.
6. Pre-judging the candidate due to any number of factors.
7. Unlawful (discriminatory) questions.
8. Seeing the resume as an honest reflection of the person’s potential.
9. Not having an interview plan.
10. Failing to take accurate notes during the interview.
11. Not asking enough open ended q
Almost every organization is faced with the necessity of laying off employees for lack of work. Some layoffs are temporary and are expected by employees because of the nature of the job. These layoff can be planned for and may not be serious. In contrast, a change in operations or decline in business necessitates perm
It is easier to teach someone new job skills than it is to change their values, beliefs, attitudes or philosophy. So, you are sitting across the desk from one of the above potential candidates. What do you do? Well, the first thing is to avoid making one of several common hiring mistakes. They are:
1. Talking too much.
2. Giving information before you get information.
3. Developing the ‘halo’ effect.
4. Over selling the position.
5. Alluding to future opportunities that may or may not be realistic.
6. Pre-judging the candidate due to any number of factors.
7. Unlawful (discriminatory) questions.
8. Seeing the resume as an honest reflection of the person’s potential.
9. Not having an interview plan.
10. Failing to take accurate notes during the interview.
11. Not asking enough open ended
I have hired and managed many hundreds of salespeople. In most cases, we spent a great deal of time and money recruiting them. Those few who called me directly almost always got an interview, even if we had to send them a plane ticket. The reason is simple: Sales managers want salespeople who are smart enough to apply
1. Talking too much.
2. Giving information before you get information.
3. Developing the ‘halo’ effect.
4. Over selling the position.
5. Alluding to future opportunities that may or may not be realistic.
6. Pre-judging the candidate due to any number of factors.
7. Unlawful (discriminatory) questions.
8. Seeing the resume as an honest reflection of the person’s potential.
9. Not having an interview plan.
10. Failing to take accurate notes during the interview.
11. Not asking enough open ended
"The first step toward success is taken when you refuse to be a captive of the environment in which you first find yourself." - Mark CaineHere’s a Quick FixWhen four successful people all tell me to watch the same DVD, I take action. Rika and I zoomed down to Rogers Video and grabbed “What the Bleep Do W
2. Giving information before you get information.
3. Developing the ‘halo’ effect.
4. Over selling the position.
5. Alluding to future opportunities that may or may not be realistic.
6. Pre-judging the candidate due to any number of factors.
7. Unlawful (discriminatory) questions.
8. Seeing the resume as an honest reflection of the person’s potential.
9. Not having an interview plan.
10. Failing to take accurate notes during the interview.
11. Not asking enough open ended
It started when someone tacked the daily paper in men's room above the urinals. The idea soon spread to the stall in the ladies room and a new form of advertising was born.It is now so common place there are companies that represent thousands of "johns" to advertisers, giving each restaurant and bus stop o
7. Unlawful (discriminatory) questions.
8. Seeing the resume as an honest reflection of the person’s potential.
9. Not having an interview plan.
10. Failing to take accurate notes during the interview.
11. Not asking enough open ended questions.
12. Rushing the interview or taking too much time.
13. Not having an ‘ideal job profile’.
14. Delegating the reference check to a subordinate or different department.
15. Failing to check references.
16. Not using a variety of hiring techniques: testing, agencies, 2nd or even a
third interview.
17. Forcing a fit.
18. Not comparing candidates equally.
19. Failing to get another person’s opinion on the candidates.
20. Letting someone else make the hiring decision when it will be your
responsibility to manage them
There are many others, but these are the most common ones.
Are you guilty of any of the above? If so sooner or later you will make a hiring mistake that can cost your organization time, money, customers, etc. When in doubt and all criteria with two or more candidates are similar such as - experience, education, ability, interviewing skills, references, skill sets etc. – Hire the person who wants the job the most and hire the person who feels right. Trust your gut (I repeat: only when ALL hiring criteria are the same)
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