When we hire someone new, the purpose of that action is to get a person to come to perform a job and meet certain objectives. It seems logical that then it is very important to review the person's production. However, most of the recruitment projects are carried out based on the curriculum, and unfortunately this document is not sufficient evidence of what a person can produce, so many recruitment processes fail.
To be able to review the production we must understand what is a product?
Everyone in a company, organisation or job has a product, or in other words, a result to be obtained. A product is not only something tangible that can be "touched", it can also be a service. Actually, it is something valuable and finished that can be exchanged. To see an example of this, sometimes occurs in companies that some people do their work "half" and as a result others end up doing the work of the inefficient. That is not a product. For something to be considered a product, or a result, it must be finished, there is no need to do anything else, it is complete, it has value and it can be exchanged.
When you hire, you want the person hired to be able to carry out certain tasks, but above all to do things and obtain results. However, the recruitment processes are totally influenced by the interview. According to statistics, 97% of hiring decisions are taken during the job interview. During an interview we cannot appreciate someone's productivity. The only thing that can be seen in an interview are the gestures, the body language, the way of dressing, the way of communicating. All these things are appearance, and they are not a direct reflection productivity. In an interview, we do not realise that the individual puts on his best face, puts on his best clothes, behaves in the best way, and that is why, the least indicated time to make a decision.
The person in an interview must "sell" him or herself well. And it is at this precise moment where the biggest errors in hiring are committed. We hire people who are zero productive because they know how to sell themselves very well in the interview, and we let go very valuable people because they do not have the "social skills" to make a good impression in that short time that the candidate has in an interview.
For that reason, and to reduce errors in hiring, we recommend reviewing the person's production. How is it done? Do not focus only on a curriculum or an interview. Dedicate yourself to investigate what this person has really accomplished in the past, since this is a fairly accurate prediction of their future production. If you need help with this, we have an online training that helps people learn how to do “production checks” in an interview.
When you hire someone, focus your decision on productivity. Only in this way will it be possible to assemble a better team that really achieves the proposed objectives; and you will not have disappointments either.
- Performia Australia, Negar Riazati -
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