Skip to main content

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.


Comments

Post a Comment

Popular posts from this blog

EMPLOYEE STEALING 7

 I worked in this particular company that pays terribly disproportionate Junior staff to Managerial salaries. My monthly salary was almost twice the salary of the five junior staff that worked with me. The above great disparity notwithstanding, one of the Clerk's secondary home was a beer parlour where he spent freely. A second junior staff on supervisory grade change his car twice in three years, while I the manager could not afford a single tyre of a car. These two staff, while one was in charge of purchasing, the second was in charge of processing the sales of scraps in the company.
9 comments
Read more

WICKED MANAGEMENTS AND CALLOUS TRADE UNIONS 5

 As we conclude this Content on Wicked Managements and Callous Trade Unions, we shall share with you what should be done by both Management and Trade Union in protecting workers from unfair labour Practices. Last week, we identified some of the National Economic Challenges and the contributions of both Management and Trade Union to unfair labour Practices. The way out of Unfair Labour Practices falls on both the Management and the Trade Union. They are:- - Management and Trade Union must commit to adhering to the Codified Rules of Engagement. - Management shall not go out of the labour policies and procedures of the organisation. - There shall be no secrets in the management workers affairs. - Salaries, allowances and pensions must be paid as at when due (30 days cycle). - Workers shall be given fair hearing. - The Trade Union must be carried along on all issues of discipline and job loses. From the above, what comes out like we said previously, the Trade Unions unfair labour Pract...
Post a Comment
Read more

HR MISTAKES BY YOURS TRULY 8

 I have a first degree in Sociology and Anthropology from the best university then in that discipline in Nigeria, the University of Benin, Benin City. During my undergraduate days, I decided not to earn naira on graduation, so when my course mates were rushing to major in Organizational Behaviour, I opted for Medical Sociology. I equally decided to go on to obtain a Masters Degree in Epidemiology so as to ensure that I work with either WHO or UNICEF where I would be paid in dollars. However, my university of choice was then being shut every other three months. This was against another decision of yours truly that I shall not spend more than 12 months for the masters program. At this point, I changed my mind to study Industrial Relations and Personnel Management at the best University then in that discipline in Nigeria, the University of Lagos, Akoka, Lagos. This major shift brought yours truly into a profession that it's major tenants contradict my major attitudes to life. Some of ...
2 comments
Read more