As in many of our previous "Blogs", recruitment really should not be viewed as a simple transaction or "putting a bum on a seat". It is far too expensive an exercise to get wrong and so the effort and investment of time we put into preparing for an outstanding recruitment process will directly correlate to the success of the appointment and whether or not you will achieve your sought Return on Investment.
To avoid recruitment being a transaction you need to prioritise Cultural and Behaviour Assessment of candidates to ensure that they will integrate successfully to your business.
Here is some sound advice on how to go about it....
A good resume can blow you away. Impressive universities and company histories may be exactly what you are looking for. A job applicant might say all the right things in the interview, at which they're wearing a perfectly pressed suit and spit-shined shoes. This is the new hire, right? Except, at your company, t-shirts and jeans aren't just for casual Fridays. Where you went to school isn't as important as the passions you pursue on a daily basis. Every project is a cross-discipline team effort, and everybody shares credit. That's your company culture, and it's made your business successful. So no, that candidate, as impressive as they are, is not your new hire.