Does Their Resume Stack Up ?
It's a sad fact of life that in 2009 / 2010 few are thorough. Whether it is employers seeking to hire a job candidate or for that matter most of us, we are just so overworked to be complete in our jobs and endeavors. In most cases we "just do not have the time".
Yet when it comes to hiring decisions its often intuition , feelings and indeed running by the "seat of your pants " , that often makes key decisions as to who to ad to the employee team , the office pool or factory floor , or even to the hallowed halls of "upper management".
It can be said that in most cases , life can down to simple basics. What could be easier during the interview and hiring process than to ask questions , check and verify. All it takes in most cases is a simple phone call , email or fax.
What can be done? First take the time and effort to effectively write and develop clear and appropriate "selection criteria". That is over half of the ballet. Secondly review resumes thoroughly. Not only once but even by a team in the Human Resources Department. Different people with different can catch inconsistencies in a more expounded manner.
Some basis's and standards to rule by. First of all study the candidate or candidate's accomplishments. Are they reasonable to a point ? Do you or the group evaluate that this individual can really achieve this goal or sets of goals and hold a high standard of performance as well ? On top of that do you note , catch or imply a sense or any notion of evasiveness that may prevail ?
One interesting point to note in the limelight. Excellent and even exceptional references are sometimes suspect. It seems that if a business , firm or organization really wants to get rid of a character or a laggard which is slowing their team down , hampering efficiency and effectiveness , or pulling staff morale down , then often the best course to take to get rid of this incompetent or troublemaker it to "give them a good or great reference". This way their problem or sets of problems are solved - however at your expense as well as frustration level.
In many cases now hiring and hiring errors and mistakes are dealt with on a team basis. A good and effective manager knows that his "job" is to hire good people and candidates for the "team". Once hired the team takes over. Add a group based efficiency , customer service level and final bottom line profit based and determined reward bonus to the mix. The team on the sale , product or front lines will effectively police and manage the situation and series of events. If after all a serious and thorough evaluation of job application candidates is done, it will be the employee team who will deal with the situation or series of events. In most cases they will demand of the apprentice worker to either shape up or ship out.
Yet when it comes to hiring decisions its often intuition , feelings and indeed running by the "seat of your pants " , that often makes key decisions as to who to ad to the employee team , the office pool or factory floor , or even to the hallowed halls of "upper management".
It can be said that in most cases , life can down to simple basics. What could be easier during the interview and hiring process than to ask questions , check and verify. All it takes in most cases is a simple phone call , email or fax.
What can be done? First take the time and effort to effectively write and develop clear and appropriate "selection criteria". That is over half of the ballet. Secondly review resumes thoroughly. Not only once but even by a team in the Human Resources Department. Different people with different can catch inconsistencies in a more expounded manner.
Some basis's and standards to rule by. First of all study the candidate or candidate's accomplishments. Are they reasonable to a point ? Do you or the group evaluate that this individual can really achieve this goal or sets of goals and hold a high standard of performance as well ? On top of that do you note , catch or imply a sense or any notion of evasiveness that may prevail ?
One interesting point to note in the limelight. Excellent and even exceptional references are sometimes suspect. It seems that if a business , firm or organization really wants to get rid of a character or a laggard which is slowing their team down , hampering efficiency and effectiveness , or pulling staff morale down , then often the best course to take to get rid of this incompetent or troublemaker it to "give them a good or great reference". This way their problem or sets of problems are solved - however at your expense as well as frustration level.
In many cases now hiring and hiring errors and mistakes are dealt with on a team basis. A good and effective manager knows that his "job" is to hire good people and candidates for the "team". Once hired the team takes over. Add a group based efficiency , customer service level and final bottom line profit based and determined reward bonus to the mix. The team on the sale , product or front lines will effectively police and manage the situation and series of events. If after all a serious and thorough evaluation of job application candidates is done, it will be the employee team who will deal with the situation or series of events. In most cases they will demand of the apprentice worker to either shape up or ship out.
About the Author:
Ace Employment Services Manitoba Canada's's Newest Temp Employment Agency and Grab a totally unique version of this article from the Uber Article Directory
Post a Comment