âIf you are trying to avoid having to deal with performance issues or misconduct, the best place to start with hiring the right people. Getting the right person for your team is about more than previous experience and qualifications, you need to ensure that they can work with the others in your team and have the right potential.
Thanks to the way modern recruitment work it can be hard to get a really good idea of what someone is like on a day to day basis. First off, you get their application electronically, then you may use a recruitment management system to screen their application based on some criteria such as a visa status, years of experience or qualification. Once you have done that you will look at the CV and maybe the covering letter and might call a few of the most promising applicants. If you are lucky you will catch them off guard and get a glimpse into their real personality but most times you will see the public persona crafted for being a candidate. Then you will invite them to interview with you and you will ask the same questions as everyone else, the candidate will probably give you the answers that you expect to hear. Then you will call their references that have been carefully handpicked by the applicant and may not even be their direct manager or even someone they ever worked with!
Then they start their new role with you and you are left wondering why they are nothing like the person you saw at the interview! What a time-consuming waste!
But all is not lost â¦ there are ways to make sure that your recruitment process produce better results. I have recruited hundreds of roles from all organisational levels and hired a few of my own duds so have some experience to draw on. Here are my top tips for making your process more robust:
Tarryn has worked in HR for over 14 years and loves to solve problems. She is a self professed employment relations junkie! She lives in Auckland with her dedicated husband, tireless toddler and three special needs cats.