Texas' oldest placement |
|
Myths of Hiring, Part 2In the last issue we discussed some of the most common myths we hear in the hiring process. In the next few issues we willcontinue to address them. THE CANDIDATE HAS HAD TOO MANY JOBS. Now we understand the fear of hiring someone who might leave sooner than you would like. We understand the false security of the hiring forever attitude. But the number of jobs a person has had has nothing to do with their performance on their jobs. It has nothing to do with how they will perform for you. The reasons people leave their jobs, verifiable reasons that is, are what have to be analyzed. In the past 10 years companies are just as fluid in their comings and goings as people might be. Look at the reasons people leave before jumping to conclusions. Companies, even Fortune 1000's expand and contract quickly, more so now than ever. This is a reflection of the economy and market demands. Professionals caught up in the expansion/layoff syndrome can't be totally responsible for too many jobs. Besides, how many jobs is too many? How high is up? HE HAS OWNED HIS OWN BUSINESS. This is probably a half myth. The fear is that the person will go back into their own business eventually (at the expense of the new employer) and/or, he will tell everyone how they ought to run their new employer's business. There is a possibility of either of these, but these candidates can be excellent employees. A prospective employer must analyze why a person in their own business wants to leave it. Sometimes there are very solid reasons that have nothing to do with running someone else's show. These people might work as hard at their new jobs as they did before. Running a business has many facets. Some of us are good at some of them, but not all of them. With the right questioning and probing it may be discovered that the candidate might be excellent for the one particular function for which he is being considered. The American dream of owning your own business is not something everyone can do. Once a person learns that by trying it, he can be an even better employee. "HE HAS BEEN A CONSULTANT." Some people operate on the basis that being a consultant means being in between jobs or out of work. Sometimes that is the case. It is very reasonable for some professionals to get a temporary position. The key here is to get a list of clients the candidate has consulted for. Make sure he has really done what he says he has by questioning and checking references. Some candidates are even more valuable if they have worked at a number of places. They bring different experiences to the position. "WE NEED SOMEONE MATURE BECAUSE THEY ARE RESPONSIBLE." Responsibility and age have nothing to do with each other. People who are responsible are responsible either at 25 or 50 years of age. Maybe someone older has more experience but age has nothing to do with it. People who are responsible just are. People who aren't just aren't. People who let personal problems get in the way of their work will do that no matter what their age. "YOUNG PEOPLE ARE IRRESPONSIBLE." Ditto to the above. Now maybe younger people prioritize their jobs differently than older candidates, but they are no more or less responsible. A person with a young family may prioritize his job differently, but again...people who are responsible just are. Regardless of their age they will perform and make a commitment to their own personal level. "WE WANT TO HIRE SOMEONE WE LIKE." Now it is not likely someone will hire someone they hate, but liking someone really doesn't have much to do with the job. This is a business, not a popularity contest. The interviewing process should not become a showcasing routine rather than an evaluation. MORE MYTHS TO COME IN FUTURE ISSUES! |
| Job listing | About Us | Contact us |