Some H.R. fears and possible solutions

I have some contacts who work in HR and I have ‘tested’ my observations on them only to receive the usual ‘yes, but (that isn’t how it works)….’ And I get that. I understand why they say this because much of this push back is actually to do with leadership and the fear of making a mistake and the costs.

First and foremost, we never know really who we are hiring and we never ever know what is going to happen. If you can start from that point, then the experiences will actually be a lot more enjoyable whatever the outcome.

To reduce these main fears and risks there are some things in the hiring process that help: 1) contact references and 2) properly use the probationary period (country dependent).

1) If you really want to know a candidate talk to their references but think carefully about the questions you ask. Don’t ask questions that will confirm your thoughts about this person. Try and find ways to get an insight into the person’s character.

2) Why not be creative with the candidate. First, the probationary periods are there to allow both sides decide whether this is a right fit. This is a no-strings attached legal opportunity. And, if it doesn’t work out, it’s not like you have to start the hiring process all over again, go back into your list of candidates, there is nothing wrong with that as long as you were and are honest with them. Don’t be embarrassed to call up the other candidates. Second, there is always the option of being more creative to test each other out. For example, make a short term employee contract or ask the candidate to work for a short period of time as a freelancer (or contractor) and include in the contract that this is open to a full time, permanent contract. In all these situations it allows both sides to ‘test’ each other out with light strings attached. It also creates a sense of temporary stability, a mental consequence that is always beneficial. And finally, this also tests the honesty of both sides.