Comments on: Values Based Hiring

By: Mike Anderson

Mike Anderson — Thu, 13 May 2010 15:51:47 +0000

I think this is a great point and is in line with the concept of "First Break All the Rules" . The hard part is getting at the true talent of the individual and their fit for the job in a half hour to hour interview. Thanks for sharing this information.

By: mikemyatt

mikemyatt — Thu, 15 Apr 2010 15:02:53 +0000

Hi Joe:

Thanks for your comment. I don't know anyone who hasn't made a bad hire, but it should definitely be the exception and not the rule. You are correct about the abundant supply of interviewing resources available to companies, which if used will help mitigate the risk of a bad hire. You might also enjoy a post which address the more human side of the hiring process:http://www.n2growth.com/blog/who-should-do-the-hi…

Thanks for stopping by Joe.

By: mikemyatt

mikemyatt — Thu, 15 Apr 2010 12:20:17 +0000

Thanks for sharing the great observations Holly. I agree with your conclusions and thanks for sharing.

By: joecharles

joecharles — Thu, 15 Apr 2010 12:06:31 +0000

Great article Mike. Companies don’t go out of their way to hire someone that will not work out yet it happens each day. Tools are available that generate meaningful and relevant information which can greatly augment the present interviewing processes. Identify problems upstream and spare the organization a lot of stress and expense.

By: Holly Munn

Holly Munn — Thu, 15 Apr 2010 05:01:10 +0000

Getting the right person is challenging. I often find that HR is more interested in what a candidate has done than who they are…
I wonder if this is why people say you are more likely to find a job through networking than through sending out resumes — networking gives you a chance to let your future employer (or colleagues) find out who you really are, not just what your job title has been.

By: admin

admin — Wed, 14 Apr 2010 18:05:58 +0000

Hi Ahmad:

Thanks for the kind words. In answer to your question, there are any number of diagnostic tests (personality profiles, psychological evaluations, etc.) that can be administered as part of the hiring process. In addition to testing, developing a solid set of interviewing questions to sniff out any character flaws is also a good idea. Lastly, conducting a background check and thoroughly vetting references is also something that should not be glossed over.

By: Ahmad

Ahmad — Wed, 14 Apr 2010 18:04:24 +0000

Thanks Mike, great post.

My question is: How do we know if the candidate has character and integrity? Are there certain tools one can utilize?

Thanks.