If it gets it wrong, it is doomed! The answer is unequivocal –it is hiring decisions.
An organization’s hiring decisions are the pivot on which its entire destiny rests. As we just saw in the preceding paragraph, one wrong decision and the whole organizational structure could get a big hit. So, what factors should hiring managers take into consideration when making hiring decisions?
Experience and ability
This of course, is a no-brainer. Who needs to be told that the most suitable candidate is one who is well qualified for the job and has the requisite experience and skills? Although it sounds obvious to the point of being banal; ponder over this aspect’s importance to hiring managers. To independent persons writing or discussing the topic, it is stating the obvious. But figure yourself in the shoes of the hiring manager.
This should be one of the most difficult of hiring decisions, because one interview session, no matter how detailed it could get, can rarely give a full picture of the candidate’s capabilities and long term ability to deliver for the organization day in and day out. Even the candidate’s past experience is a strong, but not irrefutable indicator of the core quality of being able to perform, because performance in one environment is no guarantee of performance in another.
Attitude
Yes, this should rank as important a factor as suitability for managers who are tasked with hiring decisions. Hiring managers could come across the most brilliant of guys who have potential or proven track record of performance. They may have the qualification and exposure, but what if they came with a chip on the shoulder? Or what if the candidate came with one foible in the attitude which negates all his pluses? Looking for someone who brings the right mix of experience, qualification, skill and a positive attitude to cap it all up is the challenge for those who have to make hiring decisions.
Personality
This is more or less closely related to attitude. During the interview, HR can explore the candidate from several perspectives, such as whether the candidate is foul mouthing others, has a tendency for blaming others for his failure, and has a very boastful attitude or any other. When making hiring decisions; HR has to take the right decision that combines many important factors.
References:
http://wsd.dli.mt.gov/local/shared/employertools/toptips.pdf
