s, call center, etc. Before organizing a hiring fair, it is the HR management's responsibility to develop a hiring metric plan.

Modern day interviewing techniques could also include taking the candidate to lunch and assess how they interact socially. Also, put them in situations that they may encounter on the job and see how they handle the stress. If necessary, the candidate's responses can be recorded to review with different levels of people within the orga

Hiring employees is a complicating and challenging management function to perform. Researches show that an interview is not a reliable tool to hire a job applicant. Hiring mistakes fall under two major categories - hiring someone who should not have been hired and not hiring someone who should have been hired. People often make these mistakes unintentionally because they have a poor recruiting and hiring strategy. A carefully designed hiring plan if implemented would attract the best available candidate for a job.

Human Resource (HR) hiring tools are many, like behavioral interviewing, personality assessment, pre-employment assessment, applicant screening, checking references, etc. A lot of electronic hiring toolkits are also available. But it is always advisable to develop an in-house hiring metric as each employer's need is different. The hiring system must be designed to meet the requirements of the job and the culture of the organization. The touchstones to evaluate any candidate are the candidate's attitude towards the job, ability to achieve performance standards, communication skills, and flexibility. Besides these, technical proficiency and ability to get along with co-workers and managers should also be considered. Tools to evaluate the candidate's mental ability, motivation, and personal characteristics should be included to identify employees with the greatest potential. Evaluation of a candidate's integrity, ability to accept diversity, energy, frustration tolerance, empathy, and acceptance of in-house atmosphere would enable HR management to judge the candidate's value to the organization. Evaluation of mathematical and reading skills can be used to judge accuracy. Group discussions can be used to evaluate leadership qualities and communication skills. Hiring tools should be industry specific such as health care, IT, retail stores, call center, etc. Before organizing a hiring fair, it is the HR management's responsibility to develop a hiring metric plan.

Modern day interviewing techniques could also include taking the candidate to lunch and assess how they interact socially. Also, put them in situations that they may encounter on the job and see how they handle the stress. If necessary, the candidate's responses can be recorded to review with different levels of people within the organ

ld attract the best available candidate for a job.

Human Resource (HR) hiring tools are many, like behavioral interviewing, personality assessment, pre-employment assessment, applicant screening, checking references, etc. A lot of electronic hiring toolkits are also available. But it is always advisable to develop an in-house hiring metric as each employer's need is different. The hiring system must be designed to meet the requirements of the job and the culture of the organization. The touchstones to evaluate any candidate are the candidate's attitude towards the job, ability to achieve performance standards, communication skills, and flexibility. Besides these, technical proficiency and ability to get along with co-workers and managers should also be considered. Tools to evaluate the candidate's mental ability, motivation, and personal characteristics should be included to identify employees with the greatest potential. Evaluation of a candidate's integrity, ability to accept diversity, energy, frustration tolerance, empathy, and acceptance of in-house atmosphere would enable HR management to judge the candidate's value to the organization. Evaluation of mathematical and reading skills can be used to judge accuracy. Group discussions can be used to evaluate leadership qualities and communication skills. Hiring tools should be industry specific such as health care, IT, retail stores, call center, etc. Before organizing a hiring fair, it is the HR management's responsibility to develop a hiring metric plan.

Modern day interviewing techniques could also include taking the candidate to lunch and assess how they interact socially. Also, put them in situations that they may encounter on the job and see how they handle the stress. If necessary, the candidate's responses can be recorded to review with different levels of people within the orga

e of the organization. The touchstones to evaluate any candidate are the candidate's attitude towards the job, ability to achieve performance standards, communication skills, and flexibility. Besides these, technical proficiency and ability to get along with co-workers and managers should also be considered. Tools to evaluate the candidate's mental ability, motivation, and personal characteristics should be included to identify employees with the greatest potential. Evaluation of a candidate's integrity, ability to accept diversity, energy, frustration tolerance, empathy, and acceptance of in-house atmosphere would enable HR management to judge the candidate's value to the organization. Evaluation of mathematical and reading skills can be used to judge accuracy. Group discussions can be used to evaluate leadership qualities and communication skills. Hiring tools should be industry specific such as health care, IT, retail stores, call center, etc. Before organizing a hiring fair, it is the HR management's responsibility to develop a hiring metric plan.

Modern day interviewing techniques could also include taking the candidate to lunch and assess how they interact socially. Also, put them in situations that they may encounter on the job and see how they handle the stress. If necessary, the candidate's responses can be recorded to review with different levels of people within the orga

Evaluation of a candidate's integrity, ability to accept diversity, energy, frustration tolerance, empathy, and acceptance of in-house atmosphere would enable HR management to judge the candidate's value to the organization. Evaluation of mathematical and reading skills can be used to judge accuracy. Group discussions can be used to evaluate leadership qualities and communication skills. Hiring tools should be industry specific such as health care, IT, retail stores, call center, etc. Before organizing a hiring fair, it is the HR management's responsibility to develop a hiring metric plan.

Modern day interviewing techniques could also include taking the candidate to lunch and assess how they interact socially. Also, put them in situations that they may encounter on the job and see how they handle the stress. If necessary, the candidate's responses can be recorded to review with different levels of people within the orga

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