Kevin Konarzewski is an industry leader in the supply chain management field. Kevin Konarzewski is a graduate of Michigan State University where he received his master’s degree in Logistics, Materials, and Supply Chain Management. Following graduation, Kevin Konarzewski accepted management positions at IBM, Honeywell Aerospace, and Teleflex. Today, Kevin Konarzewski is the founder and owner of the successful supply chain management company, Complete Inventory Services. As a business owner Kevin Konarzewski is bestowed with the responsibility to hire qualified individuals, but he is aware that it is a complicated process. Here Kevin Konarzewski offers advice on how to avoid bad hiring practices.
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• Avoid making emotional decisions. Kevin Konarzewski notes that many hiring managers will make quick judgments about candidates based on how attractive, articulate, assertive, and affable they are. As a result, hiring managers will often present candidates who passed the test with easier questions. Kevin Konarzewski warns that it is important to not get caught up in the emotional aspect of interviewing and look at it as a time to gather facts, and then form a decision based on those facts.
• Establish the job specs. Kevin Konarzewski states that it is important to know what the candidate is applying for before they come in for an interview. Although this seems like a no-brainer, many employers will post a job and not have specific details about the position in place. How can you determine if an applicant is qualified if you do not know what they are going to be doing on the job?
.jpg "Kevin Konarzewski")
• Avoid making emotional decisions. Kevin Konarzewski notes that many hiring managers will make quick judgments about candidates based on how attractive, articulate, assertive, and affable they are. As a result, hiring managers will often present candidates who passed the test with easier questions. Kevin Konarzewski warns that it is important to not get caught up in the emotional aspect of interviewing and look at it as a time to gather facts, and then form a decision based on those facts.
• Establish the job specs. Kevin Konarzewski states that it is important to know what the candidate is applying for before they come in for an interview. Although this seems like a no-brainer, many employers will post a job and not have specific details about the position in place. How can you determine if an applicant is qualified if you do not know what they are going to be doing on the job?
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