Danger Signs For Human Resources Managers When Interviewing Job Applicants

<p>Candidates for jobs often say things that require some degree of translation. This means that the human resources manager must be alert to the hidden meanings that exist in the answers to some questions. For example, when giving reasons for looking for employment, the applicant might say that their present employer doesn't offer them a career path. There was no opportunity to progress through the organisation. This could be translated that the person has asked for a pay rise and been turned down.</p><p>When you hear this as a reason for seeking employment, it is prudent to ask the applicant exactly what sort of growth opportunities they are seeking. When you get a response analyse their words. Are they being fair on the employer? Are they being objective? Have they explained what they can add to the business to justify their advancement? Are they being reasonable?</p><p>Some applicants will say that their current employer or a previous employer totally failed to appreciate their efforts. When you hear this, drill down with supplementary questions to find out whether or not the applicant is genuine about their contributions. Astute questioning will reveal whether or not they had made a significant contribution that contributed to the success of the business. Often this shows that the person has not made a significant contribution and was never suitable for that position.</p><p>It would be reasonable to expect that an applicant for a job would know the main activity of your business and something about your industry. This information is normally readily available on the Internet. If you have a candidate that says that they really want to work in your business but can offer few logical reasons, beware. Ask yourself, is this person suitable for employment.</p><p>If they have made no effort to research your business do you really want them working for you?</p><p>When you are checking references make sure that you try and discover details of the person's job performance as well as their social behaviour. Some organisations have strict policies to prevent their staff from discussing the job performance of past employees. This makes your task more difficult that can be overcome by having a prepared list of questions that are slightly more subtle than the normal reference checking ones.</p><p>You can ask questions like; will I be losing out on the opportunity to employ a valuable and loyal member of staff? Or you could ask; during our discussions I got the feeling that the applicant may not handle a high workload very well. Did I read the situation correctly? Another question could be; the members of the panel all commented that the candidate seemed to possess a very likeable personality. Were they right?</p><p>If you haven't been given a reference from the current employer, it is often because they don't know that their employee is seeking alternative employment. This can be a difficult situation for the person as well as you, the potential employer. But if you think about it, what would you expect? Would they do the same to you if you employ them? Will it be a good hiring decision if the person in the future may just leave you without warning?</p><p>It is suggested that you don't hire an applicant, if, after checking their references, no one can give you clear and compelling reasons why you should offer them employment.</p><p>Hiring people is easy. Getting the right ones is not easy. It is important to develop the skill of listening so you can interpret what the candidate says, and how it is said. Not forgetting, of course, what they don't say.</p><p>PLMitchell is a successful business trainer and coach. Many clients have benefited from his training and coaching and now all this valuable information is available publicly for the first time. He has written a book on interviewing that is practical step-by-step guide. The book could be called The Ultimate Street Guide to Interviewing. It contains strategies and tactics for all sized businesses. It should be on every manager's desk.</p><p>Go to his website NOW and download your FREE no obligation booklet on interviewing. Go NOW to <a target="_new" href="http://www.thekeytointerviewing.com/" rel="nofollow">http://www.thekeytointerviewing.com/</A>.</p>