Gary Franklin's Blog

In March of 2011 there was a topic that was posted on The FIRM’s discussion forum that was quite alarming. One of the members, a UK based recruitment manager, working in-house at a large company had flagged the issue of Recruitment Fraud.  I wrote the majority of this post then. It is updated here with a bit more recent input from Claire Peat at Shell UK.

When you interview people for a job you are asked to make a judgment call on whether the people you interview are good enough and suitable for your company, but what makes you think you are good enough to do the interview and represent your company? Are you suitably trained to conduct a proper interview and make that decision yourself? I suspect not.

The vast majority of hiring managers whether they work in HR or not have never been trained how to interview people; the psychology, the questions to ask, what not to ask, how to decide who is good enough or what good enough looks like.  Many will have the information needed to sell the company and the job to each candidate, but fail disastrously by simply asking the wrong questions, focusing on the wrong competencies in a person’s background appropriate to the role, not listening to the answers given and not exploring each answer or further.

I know some companies train and certify every manager before they are able to open a Requisition, before they are able to hold an interview.  Why don’t more do it?