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| | | | | Top Engineering Recruitment Mistakes to Avoid by Scott Taylor | | | There are certain occupations where the slightest mistake can become an indelible black mark against a company’s name or an individual’s reputation. The vast areas in engineering share this common characteristic and companies or individuals that have been guilty of “human error” have watched themselves stagger to regain footing after committing what hundreds have classified as “unforgivable errors in the world of engineering”. However, despite the ever present sword that wields over the heads of many engineers, many engineering recruitment errors are constantly committed leaving behind a trace of high costs, lost lives and damaged portfolios. Why is this happening and what can HR managers do to filter out candidates during the interview process? Below you will find a list of mistake and suggestions to consider during engineering recruitment.
Wrong Questions Right Answers: Many candidates already know that they are likely to be asked when it comes to engineering recruitment. This gives then enough time to memorise and present polished answers that leave the interviewer bobbing his or her head in complete admiration and approval. Questions that are known to be “obvious interview questions” should not serve as the foundation on which to draw a conclusion about a candidate’s abilities in the world of engineering. Questions should be structured to force him or her to think; because in many situations this is what the potential employee will have to do: think outside the box and present the most economic and viable solution for a given problem.
Premature Opinions: Impressive résumés, flawless academic accomplishments and positive reference are not the only backbone of a good engineer during Engineering Recruitment. Therefore, do not get blown away at the first glimpse of a candidate’s track record and past schools. Also, do not form premature opinions by assuming that just because XYZ worked at a particular company or studied in a certain university that he or she is the perfect employee for your organisation. You need to know what your candidate intends to bring to the company based on past experiences and achievements. Engineering recruitment that is based on premature opinions does not have a valid purpose to conduct an interview; because an opinion is already formed about a certain candidate. Therefore, leave personal opinions for after the interview.
Dwelling on “Skeletons in Closets” during engineering recruitment: Some engineers are haunted by a dark past. This can be due to being fired from a job, wrong attitude with a colleague, quarrels with their past boss, and hundreds of other issues. However, the mistake that most HR managers make is to use the past as the ONLY determining factor to reject a potential client. It is always good to remember that professionals that are serious about growth will LEARN from their mistakes in the past and make the necessary changes in their own lives and character to avoid making the same mistake; therefore, limiting a candidate to his or her past is a biased approach towards interviewing job seekers. Engineering recruitment should be based on growth for the future and not hidden skeletons in the past.
Wrong Use of Behavioural Based Interviewing: BBI is often used by interviewers who are trying to “feel out” a candidate’s behavioural pattern in an interview. The belief is that certain types of body language can easily allow job recruiters to know who they are up against and how the potential employee will behave after the engineering recruitment session. While there is some truth to this, BBI cannot be used as a measuring stick. Some highly qualified candidates will demonstrate nervousness, stutter or even unknowingly compromise proper body posture due to list of factors.
Time Limit: Companies that want to get the best candidates during engineering recruitment should not hang onto a certain time limit. The interview should be conducted until all parties have asked all pertinent questions and both are mutually satisfied that no issue has remained untouched. Some HR managers are guilty of the tendency of assuming that job interviews should be done in X minutes. To achieve this, some of them spend most of the time not LISTENING to what the candidate is saying but only HEARING—there is a big difference between the two.
| | | | Article Source : Article-treasure.com | | Publication date : 06-30-2011 | | | | Article by Scott Taylor | | | | Employ Consulting delivers effective Engineering Recruitment services, high calibre individuals and teams of engineers on a contract or permanent basis. For more information visit: www.employconsulting.com. | | | | Keywords : Engineering Recruitment, Engineering Recruitment Services, Recruitment | | | | | |
