5 tips for applicant selection & recruiting: The right team decides on the company's success

For the existence of a company are the Team-Composition and employee motivation decisive. 5 tips on how to do this.

How companies drive away talent and jeopardize competitiveness

In addition to the war chest and a strong base of values decide in difficult times two things about the survivability of Companys: The substance of the workforce and how good it is Guide manages to form a strong community out of it.

In practice, it often looks very different: scared talent, loss of image and endangered competitiveness through wrong appointments, which incidentally also the Costs drive when the company pulls the ripcord in the first year or the Employees can be "fed through".

Why recruiting is a job for professionals

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Yes, entrepreneurs stand for the core values ​​of their companies. And yes, it is good if you, as a leader, put yourself in the wind and decide for yourself who will accompany you. You can also say: Recruiting is a matter for the boss! Yes but …

In fact, from a certain company size, there are good reasons to hand over responsibility to the technical superiors in certain areas and to reserve the right of veto for yourself. An example? The personnel selection!

Please no spontaneous decisions!

Take a close look and the professional will recognize the right one Candidates! Really? No! Common source of error in companies: The temptation of the spontaneous decision.

As a young psychologist, Daniel Kahneman was also delighted with the unerring instinct he used to separate the wheat from the chaff while he was recruiting future officers for the army. Disillusionment followed immediately when he later Feedback received from the officer school.

Recruiting is like rolling the dice?

Discounts for your success (advertising)!

Kahnemann had to realize that he might as well have rolled the dice. The later winner of the Nobel Prize in Economics developed a structured and valid recruitment process that is still used today.

If you want to play in the competition for the best employees, you have to recruit properly. Mistakes in personnel selection cannot be compensated for by later qualification. In addition, if you recruit cheaply, you recruit twice – if not more often.

Clean recruiting relieves the employees

That puts a strain on the employees. How are they supposed to work efficiently when the personnel merry-go-round is going crazy and you have to improvise again and again? Therefore, it is better to create a solid foundation.

But which company checks afterwards how good or bad the recruitment was really? Instead, we direct ours awareness to those bright spots where everything worked out. Or blame the circumstances, even the employee Debt in the shoes. That's human, but certainly not professional!

Develop competence and professionalism

But what actually stands in the way of good personnel selection? Two things: the awareness of the problem and the (lack of) Expertise of the key players.

The first begins with a misjudgment of the situation: Most of the time, the employees from human resources are trained, but not them Executives. Of these, 90% are also the OpinionsTo be true naturals, despite both experience and scientific research clear prove the opposite.

5 crucial points for the perfect personnel selection

"Real" professionals make five points, they are, so to speak, decisive for the right selection of personnel, which leads to a good team composition.

1. Create requirement profile

The following may sound trivial at first, but is absolutely critical to success: if you don't know what you want, you can't get it. This is particularly important when positions are regularly filled or strategically realigned. So, as a first step, create a requirements profile.

This works best when HR, the supervisor and two employees from the area and collect the "Critical Incidents". Those events whose good or bad management decide whether a job successfully or not well staffed.

2. Choose the right question types & questions

If you want to interview successfully, you need the right people Ask place. Everyone Candidate, who is halfway serious, knows the textbook answers to classics like "Tell me something about yourself" or "Why did you apply to us?".

Another pitfall: The standard questions regularly miss the requirement profile. Here, too, we know what really works: situational and biographical questions and queries based on the STAR principle. This raises the situation, the challenge at the time, in a structured way Behavior of the applicant and finally what came out of it.

3. Proceed in a structured manner

A structured interview guide is helpful. Created for surethat every applicant is asked the same questions. Among other benefits, this also reduces the 80% probability that the manager will speak to their preferred candidate about the company merchandise.

When it comes to recruiting, the following applies: You will achieve the best results if the parts of speaking are balanced. Just as important: Interview the applicant with at least two people, whoever is alone Conversation walks might as well pick up a coin.

4. Eliminate sources of error

Professionals know the obstacles that a successful one faces selection im ways stand. If I don't know what's sabotaging me, I'm helpless at the mercy of it. There are around two dozen such saboteurs, for example the similarity bias, in which Schmidt prefers to hire Schmidtchen. Or the expectation anchor, where applicants are compared to the previous job holder. The fact that this is idealized in retrospect makes the procedure very dangerous.

The manager's intuition cannot and should not be left out of the selection process. If your gut feeling warns you, then you should definitely continue to heed it. Hasty decision based on a seductive first impression, however, wrong decisions open the floodgates and let the whole process degenerate into a gamble.

5. Use the trial period

That would name the most important points if the last step to a successful selection wasn't missing. Ferdinand Piëch knew this: "You can only decide whether someone is really suitable for a job when he actually does the job."

So hold those Eyes, ears and above all the final decision open until the probationary period is over and only then commit yourself.

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