All the costs associat with finding this employee, introducing him to the position and urgently finding a replacement could have been avoid if, for example, we had call some of his previous places of work and collect feback. I recommend adding a point about getting real feback on each candidate!
The employee indicat in his resume that he had significant work experience in a large company in a similar field. The interviewers consider this sufficient and approv the candidate. However, it became clear from the very first tasks that the expect level of qualification did not correspond to the actual one.
The employee admitt that he did
not perform the tasks indicat in the resume independently, but under the total supervision of a mentor.
Having prepar questions to test the depth of understanding of the subject area, it was possible to identify these inconsistencies during the interview and make an inform decision about the possibility of further cooperation.
These cases have taught us that high-quality development of requirements for candidates, the so-call “digitization,” allows us to ruce large company the architect database number of unpleasant surprises and ultimately ruce the company’s costs for hiring and adapting employees.
You can’t handle your personal brand alone. What specialists can help?
1
Valery Gut
Candidate of Psychological Sciences
Developer of the theory of adaptive intelligence
Now, when the market is carousel of beautiful, branded testimonials that add value oversaturat with offers of goods and services, businesses ne a tool that will connect the consumer with a specific offer and answer the question: “Why is this option right for me?”
A brand is such large company a tool, since adb directory it carries information not only about the seller’s personality, but also about the ideas and values that the company relies on. It is their coincidence with the meanings that are significant for the target audience that helps to form trust and a stable connection.