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PREPARING FOR A JOB INTERVIEW 2

 Last week, our content was on one of the two parties preparing for a job interview, but failed due to inadequate preparations - The Candidate.

This week the content is on the second party who fails on the long-run due to lack of inadequate preparations - The HR Manager.

We have asserted some time in the past that high labour turnover is the failing of the HR Manager.

You cannot give what you don't have. A large percentage of HR Managers got into their present positions by Nepotism which they call Sponsorship. These categories only look for sponsored candidates, who are in most cases not ready to work. A little pressure, they are out.

There are HR Manager who fix other engagements on the day they have invited candidates for a job interview, so that, it is when candidates arrive that they start over heat -  OH

Other HR Managers keep candidates waiting on end and claim they are testing candidates patience.

Also, there are HR Managers that are not HR Managers but Finance and Admin. Managers. These category of HR Managers do not know that they are dealing with human beings, whom actions have meaning. A callous HR Manager only mirrors the organisation's culture.

Furthermore, there are HR Managers who do not care about the welfare of candidates. They invite candidates from out of town, delay them without any arrangements for their overnight stay, or their transport back to their bases.

There are some other HR Managers and very many too who do not know that they are Internal Consultants in their organisations. That the final decision as to who gets hired rests with the user department.

There are HR Managers who have not heard of work-study, so do not know what the job for which they are conducting interview entails, so that their work related questions are irrelevant.

Finally, there are YES HR Managers who have little or no input from the advert content to who gets invited for a job interview. In some other cases, they invite candidates that will massage the ego of preferred candidates.

We dare say that candidates that get engaged from the above scenarios will result in high labour turnover, which makes the organisation to continue to waste time and other resources in recruitment processes - this translate to the failure of the HR Manager on the long-run.

In concluding this content on Preparing For A Job Interview, next week, I shall share with you my personal experiences as both a candidate and HR Manager.


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