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How to avoid hiring unsuitable employees

Have you ever hired an employee who, after a couple weeks of work, could not cope with his duties? Want to spend less time and money on inappropriate applicants for your vacancies?

It often happens that even after a long careful selection, when you still manage to hire a seemingly suitable candidate for a position in your company, it does not meet your expectations. The most interesting thing that happens is not necessarily in the first working days.After a few weeks, you are horrified to notice that your newly-made office manager, a lovely, educated girl, managed to cause incredible chaos in the office and create a split in the team. How can one person do this in such a short time? And the whole thing is only in the wrong process of hiring. You shouldn’t be terrified by your employees by bad employees. Here are three simple (maybe a little strange) ways to improve the hiring process and increase the chances of attracting the right person.

1. Ask about joke requirements
Reading resumes and cover letters is a burden. They all sound the same and are unlikely to tell you much about the candidate. Try in the requirements for a job application to ask candidates along with a resume and a cover letter to write you some kind of joke. With this approach, you win in several ways. First, anyone who does not send you a joke, or at least responds to a request without doing it, lets you know immediately that either he does not know how to read or is unable to follow instructions. Thus, 50 percent of candidates sift out themselves. Secondly, reading responses with jokes will give you pleasure, make you laugh. And you have the opportunity to weed out candidates who “pleased” you with inappropriate jokes. It is worth remembering that those with whom you would like to break away at the bar will not always be suitable employees for your company. Why do you need to hire a person without tact and not knowing how to behave with strangers?

2. Explain to people why they do not want to work for you.
Hiring the right person is like finding a good partner. It would be better if you know your company well and can tell you about certain shortcomings directly, as your new employee himself will soon find out if he does so anyway. Your other employees deserve more than a seasonal worker for a couple of weeks, leaving only regrets behind. Get together with your team and discuss all the cultural aspects of your company that may scare most people away. Maybe your company likes chaos in the organization. Maybe your team loves sarcasm and irony. Maybe you are counting on hours of work beyond the working hours of employees. Specify these features in your ads, talk about them in interviews. It is possible that the flow of candidates will decrease, but you will be attracted by the people who are suitable for your company. And among them you will be able to choose those with the necessary skills and the most qualified without worrying about cultural differences.

3. Let the candidate sell himself to you, and not vice versa.
There is nothing bad in the fact that you are selflessly devoted to the affairs of your company and are incredibly worried about what you are doing. But be careful during the interview. No matter how much potential you see in a candidate, you should not sell, sell and sell your company, praising it right and left. After all, an interview is a great opportunity to listen carefully and identify a possible potential conflict of a candidate with the culture of your company. Most of the candidates are prepared and sincerely happy to attend the interview in your company. But will this enthusiasm remain in 2 months, when the admiration will subside and working days will begin? You should ask as many questions as possible so that most of the time a candidate for a position in your company speaks. Then it is much more likely that he or she will go beyond the prepared phrases and show you the true personal qualities.

One unsuccessfully hired person can cost time, money, and the loss of good employees. Do not forget to hire slowly, and to dismiss quickly – in no case the opposite. Be careful about hiring, and you will have an excellent team on board that will lead your company forward.

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