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Perception VS Reality

Five Things You Should Know about the person in front of you.


When I was helping to raise our kids, I fell victim to this game a lot and it use to drive me crazy. You know the one I'm talking about: Where your son or daughter wants permission to do something, you've just arrived home and don't know what's going on and all of a sudden, you're asked to make a decision. You need accurate information and FAST!



Making hiring decisions can be like that.


You've identified a position that needs to be filled. The longer it goes vacant, the pressure on you and the organization builds. What do you need to know about potential candidates to make a well-informed decision?


  1. Obviously, you need to know if they CAN DO THE JOB? That's where knowing the skills needed and listing them as basic requirements come in. A word of warning here is, just because they have the degree or title, does not ensure they can perform the job. This is where SKILLS TESTING comes into play.

  2. Are they WHO THEY SAY THEY ARE? Is their basic information accurate? This has become more difficult due to ai entering the recruiting process. This is where references and background checks help; but in many states, this information may be protected or not available.

  3. Are they going to be DEPENDABLE? Work history and references can give some information; however, people choose people for references because they are likely to speak well of them. Many places require that the only information a manager can share about a past employee is to verify if they were in fact employed there. In many cases, your only information is their resume.

  4. How are they going to INFLUENCE YOUR WORKPLACE? This information is usually only estimated based on their resume and interview.

  5. How are they going to TREAT YOUR CUSTOMERS? Again, this is information one usually receives only through the candidate's resume and interview.


Like parenting, the better you are at acquiring unbiased, accurate information in reference to who you are looking at, the easier your decision becomes and you don't stay up all night worrying about the consequences of what you agreed to.


With the inclusion of ai in the hiring process and the cost of a bad hire rocketing: See the Bad Hire Calculator at: Bad Hire Calculator | Successful Business Dynamics Consulting, the wear and tear on one's nerves can be as painful as a teen out after curfew.


 If you find that what I'm sharing is helpful, I hope you'll subscribe to this blog.


If you would like to have a conversation about gaining a better handle on knowing who you are looking to bring on your team, feel free to reach out by booking some time.

Best Regards,

Dave






 
 
 

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