In my more than 25 years of experience in the business world, I’ve learned a valuable lesson that I want to share with all those involved in the hiring process: Do not hire an employee solely based on their CV. While a strong CV may seem impressive, it often doesn’t provide the full picture of a candidate’s capabilities or compatibility with your team.
I’ve encountered numerous instances where candidates with impressive CVs turned out to be ill-suited for the job and struggled to integrate into the work environment. This, I believe, is a common challenge we face. People have a knack for portraying themselves in the best possible light on paper, and this often involves inflating their qualifications and skills.
That’s why I advocate prioritizing personal interviews with candidates and placing less emphasis on their CVs, which should account for no more than 5% of your hiring decision. In a personal interview, you have the opportunity to address your doubts and assess a candidate’s suitability based on their demeanor, attitude, and interpersonal skills.
During these interviews, I’ve developed a practice that has served me well over the years. I ask candidates to address their doubts and the requirements they have for the role. I even go a step further and outline the job’s specifics, including salary, commission, working hours, days, and tasks, and have both parties sign off on this agreement. This serves as a reference point in case any disputes or misunderstandings arise in the future.
Moreover, these agreements also become valuable tools when seeking new employees. I revisit past forms to help me find candidates that align with my company’s needs. This approach has been instrumental in maintaining a stable and efficient workforce while minimizing the disruptions associated with hiring new talent.
Over the years, I’ve honed my skills in motivating and managing teams effectively. This isn’t just my claim; it’s a testament echoed by many entrepreneurial friends who have observed my ability to retain employees for extended periods, ranging from five to 15 years. Even when an employee decides to move on to another opportunity, I’ve managed to preserve a positive relationship and offer guidance when they seek new roles elsewhere.
I firmly believe in treating your team like a family. After all, we spend a significant portion of our lives at work. Building good relationships and fostering mutual trust among employees is crucial to achieving the lofty goals set in our work plans.
In conclusion, I’ve come to realize that CVs, while informative, often fall short of providing an accurate assessment of a candidate’s potential. Instead, I encourage employers to prioritize personal interviews, open communication, and mutual agreements to ensure that the right candidates are chosen and that they are motivated to excel within the organization. Let’s work together as one cohesive family to reach our collective objectives.
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