So, how many times have you thought that you’ve found the ideal candidate to fill a position until something goes horribly wrong during the interview Recruiting, Interviewing, Selecting & Orienting New Employees (Recruiting, Interviewing, Selecting and Orienting New Employees) (Hardcover)
by Diane Arthur? Reality can be very different from what is written on a slick resume, and the personal interview is your chance to uncover the truth. Watch out for some symptoms of potentially serious problems:

I, me, myself. Sure, an interview Recruiting, Interviewing, Selecting & Orienting New Employees (Recruiting, Interviewing, Selecting and Orienting New Employees) (Hardcover)
by Diane Arthur is all about impressing the other party, but self aggrandisement must have its limits. Be wary of anyone who claims that he or she was the best thing to happen to the previous company – they wouldn’t be sitting in front of you if they were.

People who focus excessively on themselves are also likely to want the trappings to satisfy their ego. As soon as you hear noises about designation and size of the office, you know it’s time to let them go!

Asking for the moon. Some people think that switching time is also milking time. If you come across an interviewee who demands an excessively high salary, steer clear of him or her. What’s the point of paying more than necessary and upsetting existing employees, even if your company can afford it?

Throwing attitude. This one can really hurt if you don’t pick it up at the interview stage. Beware of people who don’t like the idea of working with a team, are hierarchical or unwilling to get their hands dirty.

No homework. It’s an interview, for heaven’s sake, so you’d expect a bit of preparation from the other party. Like having taken the trouble of visiting your company website or reading up a bit on the industry! If you’re going to have to coach the candidate during the interview Recruiting, Interviewing, Selecting & Orienting New Employees (Recruiting, Interviewing, Selecting and Orienting New Employees) (Hardcover)
by Diane Arthur, it’s really not worth your time. Imagine what he or she will be like once employed!

Falsifying information. Yes, resumes need to look good and should be suitably tailored to fit the job requirement, but lying in any form cannot be condoned. Be careful to probe into compensation issues in particular, because that’s where most of the falsification happens. Insist on seeing original documents pertaining to qualifications, experience and salary.

Bashing the ex. Can you recall meeting someone who spared no effort to run his or her ex-employers down through the meeting? How can you expect loyalty from someone like that? Remember, the blame game will continue once you take him or her on your rolls. Steer clear.

Finding the right people is such a trying experience, that most employers succumb to the temptation of hiring anyone with the right skills or experience. However, attitude is as important, if not more important than aptitude, and an in-depth interview Recruiting, Interviewing, Selecting & Orienting New Employees (Recruiting, Interviewing, Selecting and Orienting New Employees) (Hardcover)
by Diane Arthur will expose it for what it is. Should you still decide to employ a candidate with a questionable attitude, you do so at your own peril.





Hi, I'm Akhil Shahani, a serial entrepreneur who wants to help you succeed. If you like to work smart, check out http://www.SmartEntrepreneur.net . It's full of articles and resources to help you start and grow your business successfully. Please visit us & download our special "Freebie of The Month" at
http://www.smartentrepreneur.net/freebie-of-the-month.html