Ostschweiz: Fehlentscheidungen Im Personalbereich

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Post on Dec 18, 2024

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Ostschweiz: Fehlentscheidungen im Personalbereich – Meine persönlichen Erfahrungen und Tipps

Hey Leute! Let's talk about something that keeps many business owners in the Ostschweiz up at night: Fehlentscheidungen im Personalbereich. I've been there, done that, got the slightly-sweaty-palms-and-a-whole-lotta-regret T-shirt to prove it. This isn't some theoretical lecture; this is straight from the trenches, folks.

Meine Geschichte: Der Fall des "fast perfekten" Kandidaten

Remember that feeling when you think you've found the one? The perfect candidate? Yeah, I had that. I was hiring for a key position in my company in St. Gallen, someone who needed to be a whiz with marketing and social media, and possess excellent communication skills. I found someone with amazing credentials on paper. Their resume? Flawless. The interview? Charismatic, articulate, the whole nine yards. I was so sure. I hired them immediately – a major mistake.

It turned out their impressive resume was...let's just say, embellished. They lacked the practical skills they'd claimed to have, and their communication skills were, shall we say, less than stellar once the pressure was on. The whole experience was a massive learning curve. It cost me time, money, and a whole lotta stress. Au weia!

Vermeidung von Fehlentscheidungen: Tipps aus eigener Erfahrung

So, what did I learn? Quite a bit, actually. Here are some key takeaways to help you avoid my costly mistakes:

1. Gehen Sie über den Lebenslauf hinaus:

A resume is a starting point, not the finish line. Deep dive into references. Don't just call them; ask specific behavioural questions. "Tell me about a time this candidate faced a challenging project. How did they handle it?" You'll uncover so much more than a simple "yes, they're great!" Also, consider using Assessment Center Methoden to evaluate candidates in a real-world scenario.

2. Die Kultur zählt:

Is the candidate a good fit for your company culture? This is HUGE. A brilliant marketer who clashes with your team dynamic will do more harm than good. During interviews, try to assess their personality and working style. I now always incorporate questions about teamwork and problem-solving during interviews. In my experience, personality is often more important than skills.

3. Klare Erwartungen definieren:

Before you even start your search, be very clear on what you need. Write a detailed job description including responsibilities, skills required and KPIs. I didn't do this properly, and that's partly why I ended up with a candidate who wasn't a good fit. This will save you from hiring someone who is ultimately unsuitable.

4. Die Probezeit nutzen:

Die Probezeit is your safety net. Use it wisely. Establish clear expectations and regular check-ins. Don't be afraid to let someone go if it's not working out, even if they seemed promising initially. It's better to address issues early on than to let a bad hire drag down your team.

5. Fortbildungen und Coaching:

Invest in your employees. Regularly offer further training and provide opportunities for professional development. This will make your employees more efficient and happier – boosting productivity.

Fazit: Investieren Sie in die richtigen Leute

Personalentscheidungen sind entscheidend for the success of any business in the Ostschweiz. Don't underestimate the importance of careful planning, thorough vetting, and a solid onboarding process. Remember my story – it's a costly lesson I learned. Hopefully, my advice can help you avoid making the same mistakes! Learning from mistakes is an ongoing process. Viel Erfolg!