When you think of a job advert, it’s usually skills based. Only a small section of the usual job advert is given to describing a candidate’s attitude or approach to work. Yet this is usually the most important part of hiring!
Earlier this year, I was interviewed by the incredible Adelina Chalmers (a.k.a. The Geek Whisperer) and James Parton (of The Bradfield Centre in Cambridge) for their podcast, Scaling, Failing & Prevailing. We talked all things start-up recruitment.
In hiring, bias is bad. There are no two ways about it. Be it unconscious or conscious, bias gets in the way and stops us from making the right hiring decisions. But we’ve all got it!
The typical job interview process fixates on ensuring that new hires are technically competent. Only 11% of respondents in the study cited technical competence (or a lack thereof) as the reason for an employee leaving.
There has been a rise in The Beer Test where a candidate is invited to join the team for lunch or a drink, in order to test-drive them and see if they can get on with colleagues in a more relaxed, social setting. How accurate is it? Find out more …
Recruiting has personal and financial costs that we often don’t think about. The results of miss-hiring are significant.
There are plenty of models and research available around how to identify who will fit into your workplace culture when recruiting. But when it comes to the crunch time, do these really apply?