Comments on: Faulty recruitment process. Who’s to blame? http://blog.goyello.com/2009/05/18/faulty-recruitment-process-whos-to-blame/ Sharing our daily IT experience Fri, 30 Jul 2010 20:03:22 +0200 http://wordpress.org/?v=2.8.6 hourly 1 By: Aga Gibowska http://blog.goyello.com/2009/05/18/faulty-recruitment-process-whos-to-blame/comment-page-1/#comment-28 Aga Gibowska Tue, 19 May 2009 08:11:22 +0000 http://blog.goyello.com/?p=231#comment-28 Kasia, thanks for your comment. Fully agree. I guess that the only way to "feel" the candidate during the interview is to avoid asking hypothetical question and make the interview more behavioral, focusing on past experiences. But this will be the subject of my next post. Kasia, thanks for your comment. Fully agree. I guess that the only way to “feel” the candidate during the interview is to avoid asking hypothetical question and make the interview more behavioral, focusing on past experiences. But this will be the subject of my next post.

]]> By: Kasia Szemro http://blog.goyello.com/2009/05/18/faulty-recruitment-process-whos-to-blame/comment-page-1/#comment-27 Kasia Szemro Mon, 18 May 2009 20:49:04 +0000 http://blog.goyello.com/?p=231#comment-27 Good points, Aga. In my opinion there are two most risky factors and the most difficult to manage at the same time: 1. Screening the candidate's competences (how can you check what he/she really can: leadership, teamwork, crativity etc.). Mostly, a test or an interview is not enough.... you have to "feel" it. The recruiter has to be able to verify when the candidate is telling the truth and when not. 2. Giving the candidate the chance to get to know your company well enough to be able to decide whether it's the place for him/her. When an employee feels right at work, then the work results are much better. Good points, Aga. In my opinion there are two most risky factors and the most difficult to manage at the same time:
1. Screening the candidate’s competences (how can you check what he/she really can: leadership, teamwork, crativity etc.). Mostly, a test or an interview is not enough…. you have to “feel” it. The recruiter has to be able to verify when the candidate is telling the truth and when not.
2. Giving the candidate the chance to get to know your company well enough to be able to decide whether it’s the place for him/her. When an employee feels right at work, then the work results are much better.

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