Recruiting staff is tough; really tough. Can these potential employees really do what they say they can? Will they fit into your team? Will they stay, and for how long? Do they really buy into your vision?
When recruiting you should be considering four things, The KASH model: Knowledge, Attitude, Skills and Habits. Knowledge and skills you can test for, check out and assess. Generally it’s a black and white thing - they can or can't do what you need them to.
But attitude and habits are so often overlooked when recruiting, but world-class companies recruit for attitudes and habits first. Knowledge and skills can be taught, attitudes and habits can't.
Here are 12 points for your recruitment checklist. They are unashamedly taken as they are, from Sam Carpenter’s brilliant book "Work the System".
Did the interviewee:
1. Show up to the interview on time?
2. Achieve the minimum required scores on any aptitude tests?
3. Know about the business? Did he or she check out the website before applying to the position? Are there questions about what goes on, or is the applicant just looking for any job? Is advancement important?
4. Smile? Seem happy? Generally, did he or she seem to be self disciplined?
5. Listen to you, or where your words sliding by unheard as he or she waited to the next opportunity to pitch his or her expertise?
6. Carry on a reasonable conversation? Did he or she look you in the eye when speaking?
7. Appear to be literate? How does the resume and any written work performed as part of the interview process, look? How did the applicant verbally express himself / herself (too many ‘yeahs’ or ’ya-knows’?)
8. Convey that they are taking care of themselves? If not, the raw truth is that in most cases of personal neglect there is a corresponding lack of self discipline.
9. Previously bounce from job to job?
10. Pass the drugs test?
11. Pass the criminal background checks?
12. Have solid references?
My advice to you is to go and buy the book, and add this list to your recruitment process, it could be the difference between a successful or traumatic hire.
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