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I’ve always enjoyed Donald Trump’s reality show “The Apprentice” because it offers
insights into how people respond to pressure and how they rank priorities.
I also find it interesting that some of the same mistakes get repeated by different people.
For example, you can almost guarantee that one team will screw up their invitations to
an event or some kind of signage related to one of their tasks.
The excuses are the same too. They either didn’t have time to request “proofs”
or they didn’t review them properly when they did.
It’s easy to criticize others on a TV show for making the same obvious mistakes. In real
life, can your business decisions withstand the same scrutiny when it comes to hiring?
Or, are you too busy to request “proofs” from your job applicants? What do I mean by
“proofs” when it comes to hiring? I’m talking about using pre employment tests (psychometric
tests) and employment assessments that can help you find out in advance what you are
committing to when you make a job offer. I’m talking about background checks, drug tests
and reference checks too.
If you are taking the time to include these steps, are you and your managers actually
looking at the results and examining them properly? Or have less than ideal candidates
slid through the cracks when they shouldn’t have?