dedicated
to the organization will work hard to help it succeed. With this in mind,
recruiters must ask questions that provide information about a candidate's
strengths and weaknesses. Additionally, interviewers should inquire about a
candidate's greatest achievements throughout her career.
Generally, loyal employees will have a track record of striving for excellence,
resulting in a more competitive, innovative and profitable business. According to
the Chief Executive Officer of the Cummins Group, 'one of the most crucial
decisions that a leader will make is the choice of those who will support them.
In a highly technological competitive market, Cummins requires people who are
not only technically competent, well informed, loyal and committed but also
capable of showing good judgement, often under pressure. When submitting a
written tender for a contract, for example, the team working on it has to
decide just what the company can promise to deliver, when and at what price.
This can be particularly tricky when offering a new product for the first time
e.g. what level of 'after sales service' should the tender include, based on
the company's assessment of the risks associated with its new venture.
Improper
recruitment and selection practices can often result in high turnover or
involuntary separations. If a recruiter is not careful when analysing resumes
and conducting interviews, she may hire an employee with a weak work ethic or a
tendency to move quickly from one job to the next -- "job hopping."
Recruiters should pay close attention to the lengths of time at each previous
job and carefully check references. Another so-called "red flag" is a
gradual decrease in responsibility. For example, if the candidate starts out
working as a senior manager and slowly shows progression to a less complex
role, this could indicate that he is not as competent as he claims.
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