Rogue Humans HR

Anyone who has ever been involved in recruitment knows there is one main goal; to find the best candidate that fits all of your wants and needs. Lets face it, if we didn’t want the best then we would just look for a computer programme that will do all the hard work for us. The quest to find the ideal person involves many factors; detailed job description and person specification, an advertisement set at just the right tone to attract the calibre of interviewee that you want and the perfect interview questions and tasks that will truly evaluate the person you have sat in front of you on the day.

You can prepare it all, with the precision of Mary Poppins and with your expectations set so high that you sit back and relax for the day, waiting for the perfect new addition to your team to walk through the door.

Or not… Unfortunately, the one thing you can not keep within your full influential power is the candidate. The first impression, their appearance, what they say, how they behave… all out of your control.

If you are lucky, you will be blown away by a few people and their inept ability to remain calm, positive and fully indulgent in the process, which brings about a sense of trust and certainty that this person will do the very best they can whilst working for you. On the other hand, some candidates can make it very easy for you to be able to send the outcome email of ‘sorry, but you have not been successful on this occasion’.

This has been written to provide a guide for prospective interviewees on what they really need to avoid during the interview process, and also to fellow recruiters to give an insight in to what they may experience and how to deal with a potentially disturbing encounter.