Are you looking forward to employing Superman in your business? If not, then you should keep your list of requirements and expectations at practical levels. Many employers get very excited about the fact that they are going to judge hundreds of applicants and select the best. They try to include qualities that are neither relevant nor needed.
Do you need an outgoing, affable and sports friendly person for the position of a computer programmer? Are you looking for a person who can solve the New York Times crossword without any difficulty in order to qualify as your human resource manager? Well, these qualities are not related to the job.
Chances are high that you will have to reject each and every individual who is a part of the interview or select a person who does not fulfill your criteria. The funny thing is that the person you select will invariably perform well because he or she was perfect from the beginning. You and your list of expectations are to blame.
What makes matters worse is that employers conclude that they were just lucky finding an employer with inadequate skills who turned out to be good enough later. Identifying this flaw requires a certain level of introspection and objective approach. If you want to avoid this complication, you should log onto the internet and check out horror stories that occur when employers take themselves too seriously.
Further, you can keep track of all your past interviews and look for flaws or chinks in your own approach. If you have compromised on the final choice of candidate for the past six times but never had reasons to complain, is it not obvious that your approach may be wrong? It pays to appoint one person on the interview panel to act as devil’s advocate to speak about the popular trend. If majority of the panel is in favor of the candidate, let that panelist be critical. If majority of the panel is critical, let that single individuals speak in favor of the candidate.