What should be considered when hiring an employee?
The hiring employee specialist generally, have difficulty choosing among employees when they hire employees who have recently graduated from college or have only 1-2 years of experience. The reason for this is that the experiences and experiences of the employees are very similar to each other.
What is The Pros of Hiring Employees?
In fact, it is important to recruit such pros hiring employees that there are more future plans than their past experiences. The second point to note is that these employees did not really examine that company when it came to the audience. A employee who never examines the company and does not know what it is doing does not get serious enough in my eyes. Unfortunately, students studying at universities in world on how to prepare for interviewsit is not taught adequately whether it is necessary or how to answer the questions. However, at universities abroad, these trainings are compulsory for the students, so they know what to wear when the student graduates and goes to a job interview, knowing how to prepare the tutorial and how to express himself.
The questions I use most frequently in interviews with new graduates or underemployed pros of hiring employees are “What do you want to work on?”, “What can you add to us?”, “What do you know about our company” and “Where do you see yourself in the future” are questions. If the employee is able to answer these questions properly and clearly, he also takes the job. But I do not know exactly what your company does because I do not have the opportunity to examine your internet site “or” I do not know what your company does exactly “or” I do not know what you do next ” I actually want to work as a digital marketing analyst, but you are looking for a web analyst position. I also thought that I would go to work in this position and then pass it on. “I do not think it’s a good idea to hire and recruit that employee. Since this employee is not interested enough with the job anyway, he will not be able to give the desired yield or he will be able to give it after a long time. But considering that less experienced or newly graduated employees usually change jobs more ofteninterview even if it means a employee can not be adequately prepared to enter a big risk to hire.
The pros of hiring employees who answered the above questions such as “I can bring a new perspective to my company because I am young” or “This job is fast and dynamic, just like me” or “I am a professional in this job and I see this as leader of this team” is enthusiastic and worth educating are employees. Finally, in interviews, I asked the island, “Do you have any questions about the company or the position?” If the employee is asking me a question about the work or working team outside the salary or working hours, this indicates that the employee is willing to work. If there are no questions, this is again a sign that the employee is not very willing for that position.
What is The Cons of Hiring Employees?
Research findings reveal that our work begins with greatly acquisition of HR issues in world. So we are making a cons of hiring employees at the beginning. And although these cons are very simple, unfortunately the compensation is very difficult. Many HR professionals believe that if the recruitment process is effective, at least 50% of HR cons in a company will be reduced. When we look at companies that have reached a certain level of maturity in Human Resource Management, we see that almost all of them are very important to recruitment, and even they control their recruitment processes by independent companies.
I collected the cons experienced in person companies in recruitment under 7 headings. The number of items in the light of comments and comments coming from the blog came out to 20.
- If new weapons change the rules of war, the use of the internet and social media has also changed the rules of “recruitment”. Unfortunately, there is no change in what is taught in HR books. New graduates face a very different world when they enter the company. In-company training on recruitment is also insufficient at the same time.
- A significant proportion of managers, even recruiters, in the recruitment process are inadequate in interviewing and evaluation techniques. And many of them are unaware of their inability. They see themselves as people’s sarcophagus and decide based on their instincts. There are also those who have developed their own methods. However, many of these methods are not systematic and are based on prejudice to a large extent.
- Announcements for recruitment specialists are looking for complete communication skills such as sales / call center experience. As a result, those who have not worked in the HR and management positions, and who are not experienced in business processes, are in a position to become decision makers. As such, the interview starts and ends with standard questions. The employee’s true talents and weaknesses are overlooked.
- Recruitment negotiations are predominantly made by HR personnel and the responsibilities of the relevant departments are included in the process at the latest. This can lead to the elimination of qualified employees from technical fields, especially engineering and contracting.
- There is no coordination among people involved in the recruitment process. In very few companies there are trainings to gain a common perspective on these people. As a result, a employee that an expert or manager finds to be inadequate can be described as good by someone else.
- High-performance workers are perplexed when they face extremely inadequate people during negotiations. If the recruiters try to waste their inadequacies, the process worsens the situation by causing it to deviate from its purpose.
- Very few managers know how to negotiate a fee and make a bid. Even when the employee has made a good impression, some managers are immediately “in sales mode”. The benefits to be gained by the business are being pushed aside from listening and evaluating with the fuss of telling the stronger side of the company. This attitude, however, leads to the dismissal of qualified employees by discrediting the company, while the remainder cause higher wage demands than normal.
- Another important issue is to be designed for mediocre employees of the recruitment process in world. For example, many companies are even trying to fill critical positions with journalists, advertisements to their career sites. The contents of the advertisements are far from being attentive to the most ordinary and qualified employees. However, there is a serious difference between the job search methods of unemployed employees and passive employees who still work in good positions. In summary, companies lose time in the wrong employee pool with the wrong methods.
- Job descriptions, competency models in companies are copied from foreign companies. Profiles made with stereotypical, cut and paste logic are not compatible with the “Business Plan”. As a result, employees who meet the written requirements can fail if they face company facts.
- High-performing employees can not have all of the skills, experience and training criteria on the job advertisement. For example, a job requiring at least 5 years of experience would result in all employees failing to meet this requirement regardless of their level of competence.
- In addition, traditional job advertisements and recruitment methods do not include the features most needed by the business world such as learning potential, willingness, diligence, self-sacrifice, and foresight. In short, when companies make only purchases on the basis of skills, they are able to recruit employees who can make the most of them.
- Qualified employees take longer to evaluate their proposals than they do to other employees. These people see full-time job change as a strategic step and collect information from many sources. While ordinary employees are based on superficial criteria such as wages, working conditions, qualified employees want to see the content of the job and the benefits they will have in the long run. But the difference between the two is unfortunately ignored. For example, job descriptions in many companies are similar. Jobs are not making an appealing effort for high-performance employees. Negotiations are usually conducted on a fee-based basis. As a result, companies do not design recruitment processes for high-performance employees, so they have to be content with ordinary employees.
- It is possible to say that the evaluation process is worse than the interview process. A large number of interviewers make judgments about the employees very quickly, and then they begin to collect the data to support this judgment.
- Recruiters and managers are not prepared for recruitment talks, without knowing the details of the job. This prevents them from making a healthy assessment, and “no” is often a safer option.
- The assessments are based largely on information on paper. No specific effort is made to identify the employee’s performance in previous jobs. This situation makes the working companies more important than the performance shown in these companies. In other words, a employee who is issued because of poor performance from a prestigious holding can gain a more advantageous position than a name dedicated to career opportunities from a medium-sized company.
- Reference subject of a serious problem in world. People can even give positive references to the people they leave. Recruiters do not attempt to determine the employee’s performance level during the reference control. In short, it is sufficient for the referer to say that he is a good boy.
- Personality tests are used as a benchmark in many companies. Managers and recruiters are trying to get rid of their responsibilities in this way. However, there is a lot of resources related to the topic and most of the tests on the market can be directed by the employees.
- As a result, rather than the most suitable people for the work and the company, charismatic people who have studied abroad and who are talking abroad are employed. However, there is no relation between features such as charisma, presentation ability and business performance. School alone does not mean anything.
- In addition to all these faults, it is possible for some companies to even encounter the following issues:
- In Order;
• Changing the interview dates on a continuous
• Long waiting time for the interview,
• Access to
information other than the information that the employee voluntarily “shares” and to be regarded as a success,
• Being acted in such a way as to damage the employee’s reputation from the first communication established with the employee,
• To give the employees a negative feedback return be done,
• to the fact that the employees offer ease of positions unsuitable to their careers and even not considered me in any way of the employee’s career,
• Providing employees with misleading information so doing,
• discrimination related to gender or other changed properties related to the employee,
• In any case, other and more indirect factors such as “institutional culture analysis”, which can directly influence the motivation of the employee while examining the link between the employee and the position presented.
One of the main causes of these cons of hiring employees and questions will be asked in meetings in world is an absence of restrictions on the topics to be entered. The main aim of business negotiations is to measure competencies for a particular role of the employee, as we have agreed since the beginning. Sometimes, however, questions that question the employee’s private life, even those that have no relation to that role or competence, can be discussed. The absence of sanctions in this respect, the failure of the employee to find a complaint, the absence of general rules of law or a legal restriction are important factors. Some employees lead these types of questions with success, some are uncomfortable, others are risking their work and carry these negativities somewhere. However, the question of where the questions in the job interviews will start and where, which question measures the employee’s competence,