In an article in this week’s issue of PR News, I wrote about a subject that I imagine is top-of-mind for many communications executives: hiring. But I wasn’t going for a how-to piece about recruiting strategies; rather, I was thinking about a few recent horror stories I heard from executives who interviewed a candidate for a job opening, swore it was a match made in heaven, and then found themselves in management hell when the new employee showed his/her true colors–and they weren’t pretty.
With the emergence of digital communications platforms, it’s much easier to learn about people beyond their handshake. Between blogs and personal profiles on social networks, some individuals leave very little to the imagination. But it’s still all too common for hiring managers to fall for a standing ovation-worthy performance at an interview and then realize the actor and his character are two very different people.
The article discusses strategies for minimizing the chances of ending up with a Mr. Hyde–from digital detective work to writing tests–as well as a few red flags to look for during the interview process. With that said, do any of you out there have suggestions for vetting job candidates? Any horror stories? If so, how did you undo the damage? Do tell!
By Courtney Barnes