Screening out undesirable employees

While we wouldn't go as far as to label everyone who falls under each of these headings a "psycho", many people have experienced the, hrm, 'pleasure' of working with people with 'issues' and would like to know how to avoid it in the future - and especially avoiding making the mistake of being responsible for hiring them.

From the Article: here are a few of the top few red flags to watch for during the interview process (read the link for all ten and the details):

• Cross-check references and, in the process, be alert to "subtle signals"
• Ask candidates to prove their assertions, giving them time to think, especially if you ask what their greatest weakness is.
• Avoid candidates who use absolute terms in their statements and never hedge their assertions
• Avoid candidates whose goals concern what they want to achieve in status, power, or accomplishments rather than skills and development.
• Often, the most inappropriate, charismatic, and unethical candidates seem the most appealing hires in the first 10 minutes of an interview

If you don't happen to spot the signs before you hire them, you should make have a legal plan in place to get rid of them once it becomes apparent that they are problematic.  People don't have to be diagnosed as sociopaths or having Borderline Personality Disorder to wreak havoc in your workplace - in fact a diagnosis makes it even more tricky to deal with (legally) depending where you are located and the laws of your company.

Missing the signs of personality mis-matches up front can be expensive in the long run.  The wrong personality in a position of authority can result in claims of constructive dismissal, harassment, and other charges.

Read the full article at the link.

Source
(please note, some articles are only available for a limited time.)

Posted by: gisela on 2010-05-31 19:22:45

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