Intro to the Top Ten Tips...

Each month, Tim posts his 'Top Ten Tips' for HR practitioners on various subjects. This month's subject is 'Post-interview evaluation and feedback. How to add value for your clients'. A list of subjects for forthcoming months and links to previous subjects can be found at the bottom of this page.

Be forthright, honest and constructive every time with your client;

If you like the candidate relative to the agreed job-specifications, say so; if you don't articulate concretely why;

Stay with the facts first. Be quantitative, then, as necessary, give other subjective opinions as long as they have relevance;

Be prepared to have others validate/disagree with your opinions. It helps to have the candidate see several line/staff interviewers, if possible. All opinions should count;

For more senior candidates, consider having a psychometric/psychological 'assessment' provided by a qualified counsellor. This opinion should serve to support the process. As with other opinions, it is one extra piece of data and should be treated as such;

Prepare a 'risk' assessment if there is some remaining doubt as to the best qualified candidate;

Clearly indicate whether the preferred candidate has a reasonable capacity to modify certain behaviours within a prescribed timeframe if there is a 'gap';

Outline a coaching/mentoring plan for any hire who has not been the preferred candidate for any reason. Assign this responsibility clearly and have the appropriate executive concur;

Be candid with the successful candidate if there are any perceived 'gaps' between what was ideally required and the demonstrated experience of the successful candidate;

Check references carefully, then bring the candidate on board with all the assistance available.

Timetable 2000/2001 ... Top Ten Tips

Month	Subject
April 2002	Substance Abuse in the Workplace - Generic Rights & Responsibilities of all parties
March 2002	Post-interview evaluation and feedback. How to add value for your clients
February 2002	Behavioural Interviewing: sense or nonsense? How to get the best from improved hiring techniques
January 2002	Recognition Programs - the right set-up for employee acceptance and corporate success
December 2001	HR work habits for 2002. The need for reform
November 2001	Downsizing aftermath...how to keep the survivors focused for the future
October 2001	How to plan strategically for downsizing, maintaining HR's credibility and employee loyalty
September 2001	Collective Bargaining...now you have the deal, how do you make it work?
August 2001	Managing Consulting Costs...how to keep hold of the reins and avoid surprises
July 2001	Expatriate Career Assignments...how to manage the risk and improve the odds of a 'win/win' for employee and employer
June 2001	Part Two of 'Browsers' Choices'... some tips on how to migrate successfully from 'A' to 'B' in a prudent, yet urgent, manner
May 2001	Part One of 'Browsers' Choices'... a summary of the 'new & old world' of HR business
April 2001	Managing promises and expectations during the "R" word
March 2001	'High Potential' Employees...how to ensure they don't sit out the game, then leave
February 2001	How to write really useful Job Descriptions...connecting the business dots
January 2001	Outsourcing...the 'Catch 22' for HR Managers
December	Spreading scarce bonus/incentive dollars...best bang for the buck
November	Ethical Practices in Performance Appraisal & Related Salary Admin
October	Stock Option Plan Design in private companies heading for an 'IPO'
September	Key Lessons in 'Downsizing'...maintaining business & employee relationships under difficult circumstances
August	Grievance management in unionized and non-unionized workplaces
July	Business Planning in HR...how to flex HR's muscle
June	Settling post-termination disputes; mutual gains
May	360° Feedback...is it right for you?
April	Harassment in the Workplace...practical considerations
March	Interpersonal Conflict in the Workplace