Small Business Staff Selection: Beware Of Overemphasizing Past Experience
You justify the appointment based on experience at a lower level.This is most likely to occur where applicants have a strong technical background. They have superior technical skills in trades, sales, accounting, science or other areas. These technical skills are often the main basis for assessing management potential. Does this make sense?Reference Checking. Some of you counter this risk by checking references. Ensure that your reference checking obtains information about your future requirements. Confirmation about past performance is of limited value. Be very careful about assessing the quality of information revealed by reference checking. It's unusual for a referee to be severely critical of a past employee regardless of their actual performance.Reducing The Risk. Testing: use tests to see whether applicants know what they say they know and can do what they say they can do. There's only one sure way to find out if someone can actually do what they claim they can. Get them to do it. But also devise tests to see how well applicants fit your culture and systems.Interviewing: Don't spend too much time talking about past performance. Question applicants about the future. Describe real situations that occur in the vacant job. Ask questions about the candidate's response to the real situationsProbation: if possible, include a three month probationary period when making the appointment. Specify performance goals to be met during that period.Conclusion. Experience is important in selection. But the selection process is about deciding how well someone will do something for you in the future.Be careful.Pages: 1 [2] 3
PhoEniX comment`s:
Somewhere I have seen a similar note, but still thanks
30.05.2010
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