In Part 1, I explained that job skills walk around on two feet; past achievements are less important than the skills used to accomplish them; employers rent two-legged skills to do specific jobs; and headhunters produce about the same hiring quality as internal recruiters. I suggested readers Google “Principles for the validation and use of personnel selection procedures”and follow the SIOP.org link; and, read how applicants feel about organizations that follow best-practices.
In Part 2, I’ll continue the discussion.
If you want to learn whether HR is doing a good job screening candidates for critical job skills, ask the hiring manager. keep reading…