Hiring and interviewing are the most important techniques for building an organization’s critical mass. HR has to work diligently on these aspects
Ask any HR professional what she would rate as the organization’s most important asset, and the answer is not likely to be anything other than “people”.
Indeed, people are an organization’s greatest strength, and how does an organization find and cultivate this asset? Through effective hiring and interviewing, of course. Interviewing skills make or mar a great hire. Only organizations that adapt effective hiring and interviewing get the best people, and unfortunately, the opposite is equally true: poor skills result in inappropriate candidate selection, leading to potential loss of millions of dollars.
What should Effective Hiring and Interviewing Skills be like?
Ask the questions that help the organization thoroughly assess the candidate’s suitability, strengths and weaknesses
- Identify subtle and invisible dark spots in the hire’s skills or character;
- Knowing the art of interpreting evasive responses from candidates;
- Demonstrate thorough knowledge of the legal aspects of hiring.
For hiring and interviewing to be effective, the following aspects, among others, of a candidate’s characteristics need to be assessed: