- Dust off that ancient job description and use it to craft the recruitment announcement. [Just be sure to substitute PC for Commodore.]
- Don't bother consulting with the people who actually perform the job. That's why the phrase "Other duties as assigned" was invented.
- Always state a degree requirement. If you need someone who can write well, rather than asking for that skill, require a diploma in English. Better yet, ask for a Master's.
- If you decide to ask for experience, pick a convenient number out of the air and use that for the number of years of experience that candidates must have.
- Hold the oral board in a setting resembling a prisoner of war interrogation. That will permit you ask questions while measuring the candidate's ability to handle stress.
- Let the oral board members ask whatever questions that happen to come to mind regardless of whether they relate to the performance of the job. It will spur creativity.
- Start the interview by signaling the type of skills you seek so the candidates can easily repeat your words in response to the board's questions.
- Score all questions as if they are of equal importance. Why bother with weighting?
- Ask plenty of close-ended questions so the answers will be short. This will restrain the long-winded.
- The final step is crucial: Ignore the declared job standards and the interviews and select whichever candidate you personally like.
Wednesday, January 31, 2007
Ten Ways to Botch a Job Selection
Posted by Michael Wade at 6:16 AM