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A question for HR managers,
A short while ago, I started in a new position, as executive Chef i/c F&B, in a small boutique hotel in Argentina. We’re in the pre-opening process, and I am enjoying myself very much, counting on 23 years of experience, pre-opening and all that.
Now I am in the phase of hiring staff. I do job interviews, ask all the right questions, and get a pretty good picture of the people I talk to. However, in various situations, I get a “feeling” that this guy/girl, is going to give me trouble, that it’s not the right candidate. But their resume’s are great, stable work history, etc!
Do you, HR Managers, trust your feelings, or go exactly by the book; when they give the right answers, they go to phase 2 of the hiring process.
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A question for HR managers
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#2 Guest:SJ
Posted 04 February 2010 - 04:24 AM
Dear Chef,
Good question. As far as I'm concern, your instinct is also very important. But the most important thing is do reference check, not checking with the referee's provided by the candidate first but directly contact his/her previous employer and then only you can contact the referee's provided by the candidate for comparison. Check & balance will help.
Cheers mate!!
#3 Guest:Middle East Trainer.....
Posted 06 February 2010 - 06:14 PM
Dear Weezel,
The most important thing is the attitude of the person and the reason why is he/she interested in joining your oranisation. If find a suitable answer to this question you must go ahead.
Giving problems is on the other hand related to the leadership skills of the higher management.
As mentined by SJ refrence checks might not be able to give you productive results due to the personal likes and disiikes of the previous employer.. the best kind of reference check can be done through one of the old colleagues of the applicant which can be easily identified during his interviews.. The name of the outlet he worked for and his colleaues..
This will provide a better insight of that applicant.........
I am sure this works.............All the best.
#4 Guest:Peter McAlpine
Posted 12 February 2010 - 04:17 AM
Dear Weezel,
I'm going to give you the politically incorrect answer. If your feelings say, "Something is wrong", follow your feelings. This is why.
We all have an energy field that extends outwards from our body. Usually 3-5 feet. The energy emitted is affected by one's spritual condition and one's thoughts; amongst other factors, of course. Thoughts are energy. When you think a thought, the vibrations are sent out and they enter the energy field of other people.
You've probably met people whom you've taken an instant dislike to for no rational reason; even before the person has said anything. This is because of the person's energy. Conversely, the same will have happened with people whom you have liked instantly for no obvious reason.
If you feel doubtful about an applicant, you are probably picking up negative energy and vibrations from the person. So, follow your feelings in this situation, even if the person's answers, smile, and resume are perfect.
I'm sure HR people will write and hammer me for saying such a thing, but we have all experienced the positive or negative energy of other people, rooms, buildings, etc. It's just not politically correct to incorporate it into HR systems.
In case you are not familiar with thought energy, it has many applications. I also use it to increase the growth of seeds and crops, achieve goals, and even heal myself when necessary. Although it's now a part of mainstream New Science and the Energy Sciences as they are called, its uses have not filtered into the hotel industry yet. One day they will.
#5 Guest:
Posted 12 February 2010 - 01:20 PM
Dear Peter,
Thanks for your reply. I do agree with you. I "feel" negative/posiive energy, I believe. I interviewed a guy friday, and was ready to hire him on the spot. It was such a nice chat.
I try to balance things out: party my gut feelings, partly "by the book"
Have a nice day
#6
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Posted 23 March 2011 - 04:03 AM
SE Asia ... staff turnover high.
eventually we "skip" some candidate criteria.
candidates either "under" or "over" qualified.
or "seem" to seek new jobs for the wrong reasons.
but "beggars cannot be choosers". (no pun intended)
loyally can be "bought" nowadays.
"probation" is a good tool to gauge performance.
instinct is in-born.
give the guys a break sometimes.
btw self not hr person
eventually we "skip" some candidate criteria.
candidates either "under" or "over" qualified.
or "seem" to seek new jobs for the wrong reasons.
but "beggars cannot be choosers". (no pun intended)
loyally can be "bought" nowadays.
"probation" is a good tool to gauge performance.
instinct is in-born.
give the guys a break sometimes.
btw self not hr person
#7
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- Group: Members
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- Joined: 21-March 11
Posted 10 April 2011 - 07:32 PM
Weezel
Good question.
As a chef with 24 years of experience in 5 star hotels and restaurants, including overseas as well, I have certainly done my share of interviews.
To answer your question put it this way. You can do reference checks, interview, have them cook for you and they can do and answer everything right, but if your instincts tell you otherwise follow that because instincts never lie.
Remember when you hire people, you are trying to look in the future to see if they will be a good fit. Once you hire someone you will basically be creating a relationship. If you need to fill a position and have someone who is perfect on paper, answers questions well and has good references that doesn't mean that person will fit in your team......chemistry may not be there.
Take sports teams. Can you think of a football, or American football team that has gone for the absolute best for each position but they can't win a title? My favorite American football team is the Washington Redskins and the problem is that idiot owner thinks he can buy a championship so he goes and finds the best people for each position and pays them a ton of money but look where they are? They haven't won the Super Bowl since the early 90's.
Here is what I do and what I tell my younger managers to do when interviewing when it comes to using their instincts. Think about someone close to you in your life. It could be a girlfriend or boyfriend, or just a great friend. Do you remember how you felt when you first met them? Usually when you meet someone who ends up being close to you, you have a good feeling inside the first time you meet them. I look for that feeling when interviewing someone. Naturally you need to do all the other things such as reference checks and so forth as you don't want to follow ONLY your instincts. I guess you could say I look at instincts as the "clincher" so to speak.
Good question.
As a chef with 24 years of experience in 5 star hotels and restaurants, including overseas as well, I have certainly done my share of interviews.
To answer your question put it this way. You can do reference checks, interview, have them cook for you and they can do and answer everything right, but if your instincts tell you otherwise follow that because instincts never lie.
Remember when you hire people, you are trying to look in the future to see if they will be a good fit. Once you hire someone you will basically be creating a relationship. If you need to fill a position and have someone who is perfect on paper, answers questions well and has good references that doesn't mean that person will fit in your team......chemistry may not be there.
Take sports teams. Can you think of a football, or American football team that has gone for the absolute best for each position but they can't win a title? My favorite American football team is the Washington Redskins and the problem is that idiot owner thinks he can buy a championship so he goes and finds the best people for each position and pays them a ton of money but look where they are? They haven't won the Super Bowl since the early 90's.
Here is what I do and what I tell my younger managers to do when interviewing when it comes to using their instincts. Think about someone close to you in your life. It could be a girlfriend or boyfriend, or just a great friend. Do you remember how you felt when you first met them? Usually when you meet someone who ends up being close to you, you have a good feeling inside the first time you meet them. I look for that feeling when interviewing someone. Naturally you need to do all the other things such as reference checks and so forth as you don't want to follow ONLY your instincts. I guess you could say I look at instincts as the "clincher" so to speak.
#8
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Posted 23 July 2012 - 09:50 AM
There are many companies that are hiring employees for the post of HR.If you have the quality for the HR post ,Company will always hire you.The human resources outsource companies play an important role for the employment of the HR in various companies.
#9
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Posted 31 August 2012 - 09:49 AM
Thanks for the insight. I look forward to reading more from all of you.
Let me introduce you some useful materials: Executive assistant interview questions
Best regards
Let me introduce you some useful materials: Executive assistant interview questions
Best regards
#10
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Posted 13 December 2012 - 06:14 AM
It is really important to check the reference but checking the background will also help in such case. Therefore, one must go for both before hiring an employee.
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