The Abbott Liberal Government is facing a storm of criticism over what it said pre-election and what it is saying now. There have been many, many discussions about this and I’m not about to enter into a debate into if they lied or broke promises.In a hiring sense, though, it is a fascinating parallel to how getting it right is vital. If we consider that the pre-election is equivalent to the hiring process, with the election itself being the final decision on which candidate to choose, we can draw some interesting conclusions:
- Interviews are a great way to find out information about candidates, but if you rely on it solely, the candidate can lie their pants off, and you as the hirer will be none the wiser.
- If you fail to conduct any background / reference checks, you will not be able to qualify those statements made in the interview.
- If you fail to ask the right questions in the interview, you will get the wrong information to base a decision on.
- Those with a dispensation to lie will often suck in the inexperienced interviewer, as they will say things that they will want to hear…not what they need to hear.
- A candidate that makes some grand promises about how they will improve the business, without understanding the nature of the business they are looking to join, will almost certainly rescind on those promises, or at the very least put off staff trying to implement them
- If you allow a candidate to be hired based on one interview, don’t be surprised if this candidate ends up being the exact opposite of what you were wanting.
- And don’t surprised if that happens almost immediately.
- It may be wise to gain an understanding how the candidate will back up their claims. Sometimes, testing (psychometric / skills-based) may be needed to quantify statements.
- Bad hiring decisions are a major cost impediment (just go through some of my past articles to garner exact costs), so getting it wrong can mean a serious hit to the finances, with staff, productivity and customers potentially suffering as a result.
- Make sure you have gathered every possible information available about the candidate BEFORE you make a decision. Even just one piece of missing or unverified detail can prove vital in the wash-up.
- Bottom line: put together a clearly defined, quantifiable, planned hiring systems to avoid these bad hires, and to allow the right information to be given and verified.This is the only way a decision can be made.
To fully complete the analogy, did the Australian people make a decision based on all the verified information available?