A Major Obstacle Facing Human Resource Managers When Hiring is a Lack of Knowledge
Hiring a new employee can be an investment or a cost.
When the person is the right person, the process is viewed as a successful investment.
However, when the perspective employee is not the right person in the right seat, what was initially viewed as an investment is now a cost and potentially an incredible liability.
So the question on the table is how can departments and organizations hire smarter not harder? Some might answer this question specific to the actual interview.
However after interviewing individuals from high school graduates to PhDs I can honestly attest that many of them attended the same interview school.
Others might answer this question by the examination of the resume.
For some who cannot afford a resume coach, this might be a great answer, but for those who have invested in professional resume services this document can be a smokescreen.
The simple answer to this question is find as many puzzle pieces as possible so that Human Resource managers or the C-Level executives can create a more complete picture.
Since the interview process and resume are only small puzzle pieces to the complete picture, the ability to fill in more pieces of the puzzle will only improve the outcomes of the forthcoming hiring decision.
Now some may suggest that the use of a personality assessment or similar such instrument will help fill in the final picture.
Given that these instruments are constructed from a subjective perspective and have anywhere from a.
70 to.
85 validity or reliability co-efficient, then these tools may provide some false pieces.
The use of an instrument is a good place to start and that tool should be objectively constructed with at least a.
90 co-efficient.
Additionally, what Human Resource or C-Level Departments need to know is how this person will:
Having a complete picture (as much knowledge as possible) of the person sitting across from the Human Resource Manager or the C-Level executive helps to make the best hiring decision while creating a positive return on investment.
When the person is the right person, the process is viewed as a successful investment.
However, when the perspective employee is not the right person in the right seat, what was initially viewed as an investment is now a cost and potentially an incredible liability.
So the question on the table is how can departments and organizations hire smarter not harder? Some might answer this question specific to the actual interview.
However after interviewing individuals from high school graduates to PhDs I can honestly attest that many of them attended the same interview school.
Others might answer this question by the examination of the resume.
For some who cannot afford a resume coach, this might be a great answer, but for those who have invested in professional resume services this document can be a smokescreen.
The simple answer to this question is find as many puzzle pieces as possible so that Human Resource managers or the C-Level executives can create a more complete picture.
Since the interview process and resume are only small puzzle pieces to the complete picture, the ability to fill in more pieces of the puzzle will only improve the outcomes of the forthcoming hiring decision.
Now some may suggest that the use of a personality assessment or similar such instrument will help fill in the final picture.
Given that these instruments are constructed from a subjective perspective and have anywhere from a.
70 to.
85 validity or reliability co-efficient, then these tools may provide some false pieces.
The use of an instrument is a good place to start and that tool should be objectively constructed with at least a.
90 co-efficient.
Additionally, what Human Resource or C-Level Departments need to know is how this person will:
- Make Decisions
- Use her or his talents specific to the current role
- Respond to the challenges of the role specific to her or her levels of optimism and pessimism
Having a complete picture (as much knowledge as possible) of the person sitting across from the Human Resource Manager or the C-Level executive helps to make the best hiring decision while creating a positive return on investment.