Experience, Qualifications and Competency Actually Matters

mixed gen workforceHave you ever hired someone who interviewed great, but after taking the job couldn’t cut it? Have you just been overwhelmed with a candidate and hired them on the spot?

Have you brought on someone, but didn’t bother to check their references because a reference would, of course, “only say good things” about them? Have you conducted a background check to see if that person was unsavory or has a checkered past? Have you just short-circuited your hiring process?

Amazingly, many companies frequently do these things.

At the other end of the spectrum, some organizations take this process to an extreme — interviewing a candidate a dozen times and putting them through the mill over several months to make certain they were a “perfect fit” — only to find that person tired of the process and took a job elsewhere.

PREMUIM CONTENT: US Internal Employee Compensation Estimator 2017 Edition

And as voters, we sometimes fall in love with a charismatic candidate who tells us everything we want to hear and distracts us from important policy issues.

Hiring someone is as critical for your organization as it is for an elective office. I had a client who trusted their hiring instincts and did not properly vet the sales rep they were hiring. The candidate wowed everyone with his personality and told them exactly what they wanted to hear. Nevertheless, I insisted that they do a professional personality profile assessment, which concluded that his answers were deceitful and inconsistent. But they ignored that information and went with a gut instinct. After hiring him, they were grossly disappointed when his promises turned to dust; they realized that they made a poor decision and terminated him after some 10 weeks, when reality set in. His orders were a sham which never materialized and he was a pathological liar. His expertise was being a great interviewer, not doing the job.

Another client needed to fill a key job and had little patience to properly assess competency. He saw just two candidates in one day and selected one almost immediately, without even checking a single reference. After that person was hired we saw lots of red flags. I decided to call her prior employers, not her references. All but one did not even remember that person. The one that did, categorically refused to provide a reference and sent a clear but unspoken message of what they thought about her. Needless to say, that person has not worked out and we have found a replacement, going about it via a more thorough process.

Making the wrong decision can have dire consequences. In today’s litigious atmosphere, poor hiring decisions can cost you lots of money, set back your workload schedule, and damage your company’s reputation and your team cohesion.

MORE: Conducting A Background Check: 4 Things You Should Ask Yourself

Michael Neidle

Michael Neidle
Michael Neidle is president and CEO of Optimal Management, an advisor to staffing firm owners and managers.

Michael Neidle
Michael Neidle is president and CEO of Optimal Management, an advisor to staffing firm owners and managers.

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