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Why in 7 out of 10 cases the ideal applicant isn't recognised and the second best is hired

by , 25 February 2014
Surprisingly, it happens again and again that people with an IQ of 125 work for people who have an IQ of only 100. A high IQ obviously isn't a guarantee for success. Find out how to hire the best candidate every time.

Compile an accurate job description
When you compile the requirements for a job description, try to be as specific as possible. E.g. a sales representative must be able to deal with people but he doesn't have to know anything about quantum physics.

Always do a reference check
Unfortunately, the language of reference letters disguises the true performance of an employee more than it actually reveals. Before making a recruitment decision, always call his former boss for a verbal reference. From one employer to another, he is highly likely to provide you with valuable information.

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Prepare for the interview
Prepare yourself for the interview, e.g. by checking the curriculum vitae for gaps in the applicant's employment record. Make notes on additional information you'd like to know. Make sure you won't be disturbed during the interview.

Test your employment screening tests first
Employment tests are controversial. Some are directed at knowledge that should have been acquired at school; some at practical intelligence; and others at social behaviour. If you'd like to design a new test and aren't sure if it's suitable, test it first with a few volunteers in your company. If the results appear to be plausible, you can safely apply the test to applicants.


Three out of ten applicants don't tell the truth in an interview

Avoid costly mistakes in recruitment by asking the right questions. Learn how to read what the applicant is actually thinking. You'll find 20 questions you should ask during an interview in the Practical Guide to Human Resources Management.






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