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Suggest You - 20 Proven Tips to Avoid Hiring Mistakes
My name is Edwenia Blake and I am 34 years old, engaged to an awesome young man and have a beautiful 6month old baby girl, Ava Amelia. However, it occurred to me that the masses of people are experiencing a world separation, or rather, the world divide. For example, in the future, there will no longer be a middle class, that would have once existed on our social stratification. There will be, at best, the rich and the poor, so you will either have money, and live or have no money, and die. Is there a way out? Yes. Free-Enterprise, the best kept secret and one of t
10. In interviews, listen far more than you talk by asking good probing open-ended interview questions. Prepare your list of interview questions in advance of the interview so you’re not thinking of what you’re going to ask next while a candidate is still answering your last question.
11. Get past awkward periods of silence by saying something like, “I know that’s a tough question, please feel free to take your time in answering.”
12. Learn HOW the candidate performs tasks rather than strictly WHAT the candidate has accomplished.
Recently I come across the following scale in a national research report to grade each state’s education performance within numerous areas. Do you see anything questionable about this scale?Grading Curve: A (93-100), A- (90-92), B+ (87-89), B (83-86), B- (80-82), C+ (77-79), C (73-76), C- (70-72), D+ (67-69), D (63-66), D- (60-62), F (0-59)If you aren’t scratching your head yet, please allow me ask another question. If you are an employer, a human resource or a quality control manager what expectations do you have toward the performance of
I have told everyone who would listen that the best business book BY FAR that I have ever read is Good to Great by Jim Collins. This book is must-reading for any owner or manager who has aspirations to lead his or her company to greatness.
RULE #1: To be a great company you must have the RIGHT PEOPLE ON THE BUS and in the RIGHT SEAT ON THE BUS, meaning that you not only must hire the right people, but the right people must be in the right job.
RULE #2: If you have a person or people in your company that you have given up on; that is, people who don’t fit or are not achieving acceptable levels of performance…go ahead and terminate them. You’re doing them no favors if you rob them of months or years they could be productive for another organization.
BILL LEE’S 20 BEST HIRING RIGHT TIPS
1. Look on the applicant’s resume or application for clues as to common ground you can find with the candidate and use them to put the applicant at ease ASAP.
2. When setting up appointments -- especially if effective telephone skills influence the job’s success -- call the candidate yourself. Don’t delegate so much of the hiring process that your hiring instincts deteriorate over time.
3. Ask yourself: How would you feel if this particular candidate worked for one of your competitors?
4. If you have interest in pursuing the candidate, make it a point to meet his or her spouse. This is especially critical for members of your management team.
5. It’s extremely revealing to drive by where the candidate lives to see what kind of house he or she lives in and how well the property is maintained.
6. Have the courage to hire Mr. or Ms. Perfect even when you don’t have an opening. Never stop looking for good people. Sales managers, for example, should get to know each vendor salesperson who calls on their firm.
7. Have the courage to terminate an employee who you have given up on even if you don’t yet have a replacement.
8. Learn the steps the applicant has taken in the past five years to become more professional, i.e., training programs attended, books read, etc.
9. Recruit where your competitors don’t -- your health club, country club, church, service club, etc., are examples. Your own employees, customers and vendors are other sources to find good people outside your own personal network.
10. In interviews, listen far more than you talk by asking good probing open-ended interview questions. Prepare your list of interview questions in advance of the interview so you’re not thinking of what you’re going to ask next while a candidate is still answering your last question.
11. Get past awkward periods of silence by saying something like, “I know that’s a tough question, please feel free to take your time in answering.”
12. Learn HOW the candidate performs tasks rather than strictly WHAT the candidate has accomplished.
<To learn the art of management and administration, it is very beneficial to have a business administration degree. Business administration degrees help in that they represent an organized and systematic body of knowledge. They also play a pivotal part in formalizing methods of acquiring knowledge and skills followed by existence of an ethical code to regulate the behavior of the members of the profession.We hear a lot about professional managers and their contribution to the economic development of the nation. A closer examination of management as a profession r
BILL LEE’S 20 BEST HIRING RIGHT TIPS
1. Look on the applicant’s resume or application for clues as to common ground you can find with the candidate and use them to put the applicant at ease ASAP.
2. When setting up appointments -- especially if effective telephone skills influence the job’s success -- call the candidate yourself. Don’t delegate so much of the hiring process that your hiring instincts deteriorate over time.
3. Ask yourself: How would you feel if this particular candidate worked for one of your competitors?
4. If you have interest in pursuing the candidate, make it a point to meet his or her spouse. This is especially critical for members of your management team.
5. It’s extremely revealing to drive by where the candidate lives to see what kind of house he or she lives in and how well the property is maintained.
6. Have the courage to hire Mr. or Ms. Perfect even when you don’t have an opening. Never stop looking for good people. Sales managers, for example, should get to know each vendor salesperson who calls on their firm.
7. Have the courage to terminate an employee who you have given up on even if you don’t yet have a replacement.
8. Learn the steps the applicant has taken in the past five years to become more professional, i.e., training programs attended, books read, etc.
9. Recruit where your competitors don’t -- your health club, country club, church, service club, etc., are examples. Your own employees, customers and vendors are other sources to find good people outside your own personal network.
10. In interviews, listen far more than you talk by asking good probing open-ended interview questions. Prepare your list of interview questions in advance of the interview so you’re not thinking of what you’re going to ask next while a candidate is still answering your last question.
11. Get past awkward periods of silence by saying something like, “I know that’s a tough question, please feel free to take your time in answering.”
12. Learn HOW the candidate performs tasks rather than strictly WHAT the candidate has accomplished.
“Thanking your customers” - Why you should do it and how...Your customers make up 100% of your sales and 100% of your profits. Yet we spend a lot of money and time beating the bushes for new customers and not much time thanking those responsible for 100% of our business! One lesson your mother taught you was to say "thank you" when someone did something nice. We tend to give lip service to saying thank you to our customers by using phrases like "Thank you and have a nice day." But after using the same phrase repeatedly, it becomes rote, and not very heartfelt.
3. Ask yourself: How would you feel if this particular candidate worked for one of your competitors?
4. If you have interest in pursuing the candidate, make it a point to meet his or her spouse. This is especially critical for members of your management team.
5. It’s extremely revealing to drive by where the candidate lives to see what kind of house he or she lives in and how well the property is maintained.
6. Have the courage to hire Mr. or Ms. Perfect even when you don’t have an opening. Never stop looking for good people. Sales managers, for example, should get to know each vendor salesperson who calls on their firm.
7. Have the courage to terminate an employee who you have given up on even if you don’t yet have a replacement.
8. Learn the steps the applicant has taken in the past five years to become more professional, i.e., training programs attended, books read, etc.
9. Recruit where your competitors don’t -- your health club, country club, church, service club, etc., are examples. Your own employees, customers and vendors are other sources to find good people outside your own personal network.
10. In interviews, listen far more than you talk by asking good probing open-ended interview questions. Prepare your list of interview questions in advance of the interview so you’re not thinking of what you’re going to ask next while a candidate is still answering your last question.
11. Get past awkward periods of silence by saying something like, “I know that’s a tough question, please feel free to take your time in answering.”
12. Learn HOW the candidate performs tasks rather than strictly WHAT the candidate has accomplished.
Kim is the Assistant Hospital Administrator at General Hospital, where she's worked for the past 5 years. Based on negative publicity the hospital has received recently, Craig, the Hospital Administrator, has asked her to head up an inter-departmental task force devoted to improving quality of care to Emergency Room patients. Seven staff members have been assigned to help her: the Director of Nursing, an Accounting Department clerk, the VP, Human Resources, an ER nurse, an ER doctor, a Public Relations assistant and an Admitting Supervisor. Kim has been asked to pr
7. Have the courage to terminate an employee who you have given up on even if you don’t yet have a replacement.
8. Learn the steps the applicant has taken in the past five years to become more professional, i.e., training programs attended, books read, etc.
9. Recruit where your competitors don’t -- your health club, country club, church, service club, etc., are examples. Your own employees, customers and vendors are other sources to find good people outside your own personal network.
10. In interviews, listen far more than you talk by asking good probing open-ended interview questions. Prepare your list of interview questions in advance of the interview so you’re not thinking of what you’re going to ask next while a candidate is still answering your last question.
11. Get past awkward periods of silence by saying something like, “I know that’s a tough question, please feel free to take your time in answering.”
12. Learn HOW the candidate performs tasks rather than strictly WHAT the candidate has accomplished.
Multi-line small business phones are ideal for upcoming small businesses. With multi-line operations, one can put the current call on hold to make another call. It becomes possible to use two phone lines with just one phone. This makes the multi line phone an efficient and convenient device to manage business calls. Multi-line small business phones are mainly available in markets as corded business phones and non coded business phones.Most multi-line small business corded phones have a digital answering system, call waiting caller ID, caller ID memory, three-way
10. In interviews, listen far more than you talk by asking good probing open-ended interview questions. Prepare your list of interview questions in advance of the interview so you’re not thinking of what you’re going to ask next while a candidate is still answering your last question.
11. Get past awkward periods of silence by saying something like, “I know that’s a tough question, please feel free to take your time in answering.”
12. Learn HOW the candidate performs tasks rather than strictly WHAT the candidate has accomplished.
13. Volunteer to the candidate every negative you can think of that pertains to the job you’re interviewing to fill. Get the negatives on the table so you can deal with them NOW rather than AFTER the candidate is hired.
14. Bobby Knight, the successful basketball coach, says he decides which players to recruit by watching them play basketball. Create several positions for summer interns so you can observe how well they work.
15. The higher level the position you’re interviewing to fill, the more important this interview question is: What specific business goals have you set for the coming year? If the candidate isn’t a goal-setter, the candidate will be operating with a severe handicap.
16. Don’t fall for the professional interviewer trap. There are people who interview well, but are not solid performers, and candidates who interview horribly, but are excellent performers.
17. Concentrate your interview questions on what the candidate has actually done. Place less emphasis on speculation about how the candidate plans to perform in the future.
18. Don’t be afraid to rehire former employees -- there should be far less guesswork as to exactly what talent and chemistry you are hiring.
19. Don’t evaluate resumes -- talk to real live people. This is the only way to find the best people for your organization. Nine of ten resumes are overstate the candidate’s credentials, anyway.
20. Don’t be guilty of wishful thinking and don’t hire the best of the bunch. If the first or second bunch of candidates don’t produce the RIGHT candidate, get yourself a new bunch.
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