It is already no secret that great people build great companies, so it is still awkward that many managers of medium level in LPP S.A. do not treat it as one of the most important part of their job. Human resources managers and hiring managers need to know not only “how many people” are needed and to which department but more important “what sort of people” : what sort of skills are they looking for in the organization. It is overall important that the strengths of a candidate should perfectly fit the given requirements. Too often middle level manager concentrate on weaknesses of the candidates. It is in fact one of the one of the biggest mistakes in recruitment process to Cropp brand. Performance only can be built on strengths not on lacks. The candidate which fits best is most often also the perfect one for the job.
It seems that it is relatively easy to check qualifications of a candidate for the job. As a rule is checking the biography, a list of recommendations, evidence of educational and professional qualifications. It is known, however, that only the review the documentation is not sufficient to know the real powers of a man. It often happens that middle level managers hire people because of their professional qualifications, technical, but fire employees because of the reasons inherent in the wider sphere of emotions, values and talents. The biggest difficulty is how to check during recruitment process the aspects like : honesty, emotional maturity, brand trust and engagement, ability to show respect, humility, willingness to long-term cooperation in the company.
Another problem is when hiring manager is shortly experienced as a manager. Then is easy to mislead what is really important while taking recruitment decisions. It happened in Cropp team that a product manger chose the perfectly qualified specialist for current position, including also