Hiring principles
When many people are participating in the hiring process, it is difficult to maintain consistency in hiring. An organization should do everything it can to keep participants on the same page.
When many people are participating in the hiring process, it is difficult to maintain consistency in hiring. An organization should do everything it can to keep participants on the same page.
One fundamental way to promote consistency is to develop and communicate a set of hiring principles. When people are unsure how to handle a situation, they can turn to the principles for guidance.
Every organization should develop its own hiring principles but here is a set that is an excellent start:
1. Always be respectful of the candidate.
2. Always be on time.
3. The candidate’s behavioral qualifications are nearly as important as their technical qualifications.
4. Always consider and value leadership potential.
5. Persistently and politely pursue answers from the candidate.
6. Every interview is different; be creative.
7. Take ownership of your needs, opinions, and decisions. Don’t be swayed by the opinions of others without good cause.
8. Respect the opinions of others.
9. Leave the candidate with a positive impression of your company.
10. Err on the side of patience over expedience. In other words, wait for good candidates.
11. Hire for the long-term.
1. Always be respectful of the candidate.
2. Always be on time.
3. The candidate’s behavioral qualifications are nearly as important as their technical qualifications.
4. Always consider and value leadership potential.
5. Persistently and politely pursue answers from the candidate.
6. Every interview is different; be creative.
7. Take ownership of your needs, opinions, and decisions. Don’t be swayed by the opinions of others without good cause.
8. Respect the opinions of others.
9. Leave the candidate with a positive impression of your company.
10. Err on the side of patience over expedience. In other words, wait for good candidates.
11. Hire for the long-term.
How a company treats its candidates is an indicator of what the work environment is going to be like. How you treat a candidate is a reflection on you; it could be awkward to later work with the mistreated candidate. One day that candidate may be your boss! By showing respect, you put your employer and yourself in the best light.
Being on time is a reflection of the company culture and is another way to respect the candidate. Being late will make the candidate feel unimportant and will trigger doubt about why someone is so busy they can’t even be on time for something as important as an interview. Sure, the interview is important to the candidate, but it is one of the most important things you do for your company. If you are late, apologize with an explanation and an offer to reschedule if the length of the interview is compromised. Empathize with the candidate; this interview is very important to them.
Behavioral traits are as important as technical ability. The scope of projects today demands strong communication and collaboration skills; the days of the lone geek in the dark office are long gone. Obnoxious tech superstars need not be tolerated; mousey, shoe-staring introverts have no place in a collaborative environment. Hire for quality behaviors that align with your organizational values. This will pay off richly in the long run.
Being on time is a reflection of the company culture and is another way to respect the candidate. Being late will make the candidate feel unimportant and will trigger doubt about why someone is so busy they can’t even be on time for something as important as an interview. Sure, the interview is important to the candidate, but it is one of the most important things you do for your company. If you are late, apologize with an explanation and an offer to reschedule if the length of the interview is compromised. Empathize with the candidate; this interview is very important to them.
Behavioral traits are as important as technical ability. The scope of projects today demands strong communication and collaboration skills; the days of the lone geek in the dark office are long gone. Obnoxious tech superstars need not be tolerated; mousey, shoe-staring introverts have no place in a collaborative environment. Hire for quality behaviors that align with your organizational values. This will pay off richly in the long run.
Source: http://www.artima.com/shop/agile_hiring
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