Hiring pleasant workers
Posted on August 29th, 2013 Read time: 1 minutes
Employees who are difficult to work with can drag down the mood of an entire office. To avoid this, recruitment professionals should be careful to evaluate attitude as part of the hiring process. Whether seeking permanent or temporary workers, there are several measures that can be taken to do this.
First, candidates should be given the opportunity to talk at length for at least one question during the interview. This can often give insight into a person's general attitude and worldview. Open-ended questions are conducive to this. Interviewers might ask what a person likes to do in his or her free time, or what his or her goals are. While the answers to these questions may not be strictly relevant to the position in question, they can be revealing as regards a person's disposition.
Furthermore, checking references is essential. If possible, recruiters should contact former employers not listed as references. Someone who has been asked to be a reference is likely to give a positive or neutral review, whereas someone who receives a surprise call may be more honest.
Finally, if there is any question as to whether the candidate will work well with others, it may be best simply not to hire him or her.
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Posted on August 29th, 2013 Read time: 1 minutes
Employees who are difficult to work with can drag down the mood of an entire office. To avoid this, recruitment professionals should be careful to evaluate attitude as part of the hiring process. Whether seeking permanent or temporary workers, there are several measures that can be taken to do this.
First, candidates should be given the opportunity to talk at length for at least one question during the interview. This can often give insight into a person's general attitude and worldview. Open-ended questions are conducive to this. Interviewers might ask what a person likes to do in his or her free time, or what his or her goals are. While the answers to these questions may not be strictly relevant to the position in question, they can be revealing as regards a person's disposition.
Furthermore, checking references is essential. If possible, recruiters should contact former employers not listed as references. Someone who has been asked to be a reference is likely to give a positive or neutral review, whereas someone who receives a surprise call may be more honest.
Finally, if there is any question as to whether the candidate will work well with others, it may be best simply not to hire him or her.
