| Hiring employees is a complicating and challenging | | | | motivation, and personal characteristics should be |
| management function to perform. Researches show | | | | included to identify employees with the greatest |
| that an interview is not a reliable tool to hire a job | | | | potential. Evaluation of a candidate's integrity, ability to |
| applicant. Hiring mistakes fall under two major | | | | accept diversity, energy, frustration tolerance, empathy, |
| categories - hiring someone who should not have been | | | | and acceptance of in-house atmosphere would enable |
| hired and not hiring someone who should have been | | | | HR management to judge the candidate's value to the |
| hired. People often make these mistakes unintentionally | | | | organization. Evaluation of mathematical and reading |
| because they have a poor recruiting and hiring | | | | skills can be used to judge accuracy. Group |
| strategy. A carefully designed hiring plan if implemented | | | | discussions can be used to evaluate leadership |
| would attract the best available candidate for a job. | | | | qualities and communication skills. Hiring tools should be |
| Human Resource (HR) hiring tools are many, like | | | | industry specific such as health care, IT, retail stores, |
| behavioral interviewing, personality assessment, | | | | call center, etc. Before organizing a hiring fair, it is the |
| pre-employment assessment, applicant screening, | | | | HR management's responsibility to develop a hiring |
| checking references, etc. A lot of electronic hiring | | | | metric plan. |
| toolkits are also available. But it is always advisable to | | | | Modern day interviewing techniques could also include |
| develop an in-house hiring metric as each employer's | | | | taking the candidate to lunch and assess how they |
| need is different. The hiring system must be designed | | | | interact socially. Also, put them in situations that they |
| to meet the requirements of the job and the culture of | | | | may encounter on the job and see how they handle |
| the organization. The touchstones to evaluate any | | | | the stress. If necessary, the candidate's responses can |
| candidate are the candidate's attitude towards the job, | | | | be recorded to review with different levels of people |
| ability to achieve performance standards, | | | | within the organization. In short, the interview process |
| communication skills, and flexibility. Besides these, | | | | should be organized in such a way as to get a full and |
| technical proficiency and ability to get along with | | | | complete picture of the candidate within a limited |
| co-workers and managers should also be considered. | | | | period of time. |
| Tools to evaluate the candidate's mental ability, | | | | |