- Don’t be fooled by the candidate who flatters you, agrees with you, and deliberately tries to sound like your ‘perfect employee’ (personnel jargon for this trap is “the halo effect”). As I said, centre the conversation on what they say, and what they have done, and keep to the facts.
- Don’t recruit somebody just because they have been recommended to you. Don’t unconsciously score a candidate up at interview because they were recommended by a friend.
- Don’t recruit a person who says they plan to become a success after a sad, sad life in which luck always seemed to go against them at a crucial moment.
- Don’t take a person at their word. Make them produce evidence – check them out.
- Don’t use psychological testing as a crutch instead of a yardstick when you come to making your final decision.
- Don’t keep a recruit on after a two-month trial period unless they have shown positive signs of succeeding in their tasks. It may hurt your ego to admit a mistake, but it will hurt your pocket a great deal more if you don’t.
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