Hasty hiring brings eventual firing. These wise words should be the mantra for every organization hiring from today’s overcrowded job market. Especially if your company’s current hiring process consists of putting out a job posting, sifting through résumés, and hiring the first person who doesn’t throw up a major red flag during an interview, it’s time to consider a renewed approach. One that will save you time and money and help you hire the best of the best.
Making poor hiring decisions will cost both your company coffers and your company culture dearly. It’s much better to be temporarily short-staffed than to lower your standards. Learn to use the interview process to knock out the candidates who aren’t the right fit for you, and you’ll end up with a new team member who will be an asset to your brand, your morale, your momentum, and your productivity for a long time to come.
The purpose of a knockout interview is to eliminate candidates from consideration using smart, rigorous, values-shaped standards, and to do it without wasting time. Knockout interviews help upgrade hiring from an inclusive process to an elimination process, thus saving your most valuable resource – time. To that end, knockout interviews are invaluable.
Hi there! This article is available for free. Login or register as a StrategyDriven Personal Business Advisor Self-Guided Client by:
About the Author
Dave Anderson, author of How to Lead by THE BOOK: Proverbs, Parables, and Principles to Tackle Your Toughest Business Challenges, is president of Learn to Lead, and has given over 1,000 leadership presentations in thirteen countries. He is also the author of How to Run Your Business by THE BOOK: A Biblical Blueprint to Bless Your Business; If You Don’t Make Waves, You’ll Drown; Up Your Business!; How to Deal with Difficult Customers; and the TKO business series. He and his wife, Rhonda, are cofounders of The Matthew 25:35 Foundation, which helps feed, educate, and house under-resourced people throughout the world. To read Dave complete biography, click here.
Related content from StrategyDriven