by Beth | Feb 1, 2012 | Employee Hiring, Interview Techniques
Listening is the corner stone for conducting a successful interviewing process. I can’t say this often enough. While listening to the candidate to measure integrity and skill set sounds obvious, it is also important for the interviewer to listen to themselves. The voice inside your head will sound the alarm bells if something is not quite right. If there is something worrying you that you can’t articulate, ask for help. Schedule another interview and have someone sit in on it with you. Whatever you do, don’t ignore it! Hiring someone is a big responsibility, so take the time to do it right by listening.
by Beth | Jan 25, 2012 | Employee Hiring, Interview Techniques
Last Monday, I interviewed 14 people with my clients. Exhausted, my clients looked over at me with wide eyes and said “How do you DO this all day?” Because I love it! I love the interview process, especially when I see my clients light bulbs go off about the process. They get it. They have made a great choice, and they know it. The candidate is also happy because the client is sure of their choice.
I followed up with another client of mine recently. I have helped them hire many people for a variety of different positions. When asked how everyone was doing and the response was “All of our people are great. Thanks for your help!”
So why is the interview process so hard? The largest reason I have seen in my experience is that the interview team is not prepared. A lot of work that must happen long before posting that job ad. Keep in mind:
- You can’t get what you want, unless you know what it is.
- Your team has to be prepared, understanding who is responsible for the variety of tasks & roles necessary in the interview process.
- An interview is an interaction unlike any other in our culture. You can’t just wing it and expect it to work.
So, put in the time upfront to really examine what your ideal candidate looks like and to prepare your team. It will be well worth it in the end. And, when I follow up with you after your next interview process, you too can say “Beth, our people are amazing!”
by Beth | Jan 18, 2012 | Adventures in Interviewing, Employee Hiring
I hear this comment more often than I care to. As an employer, why would I want give you a job that you won’t hate? My clients and I want candidates that come to the table with enthusiasm and a positive attitude. If a criterion for the next position includes a “job that I won’t hate” pass immediately. A positive outlook is a choice by the candidate and a must have job requirement for any employer.
by Beth | Jan 11, 2012 | Employee Hiring
I have interviewed a great deal of candidates who complain about younger generations having “no work ethic.” Who says?! There are SOME young people who have no work ethic. There are also SOME Baby Boomers with no work ethic. Believe me, I have interviewed them. To judge an entire population by their age is called “ageism” and it is against the law. Ageism is also missing the whole point. When you interview based on age, you may completely overlook the A-list candidate you are looking for. Don’t judge a book by its cover, no matter how old it is.
by Beth | Jan 3, 2012 | Employee Hiring, Firing Employees
As we begin each new year, many of us take the opportunity to re-group and redefine goals for our businesses. This time is often filled with renewed energy to get our lives and work in order. As a part of your new year’s goals, it might also be time to fire that one employee that is not contributing to your company’s vision.
The impact of an unengaged employee on your business can be catastrophic. Decreased productivity, lowered company morale, and miserable working environments have been common complaints by my clients as they come to the decision to relieve an employee. I say start the new year fresh!
For example, a past client had an employee who consistently gave the employer ultimatums. The threats were often “If you don’t do this, then I will quit.” First who wants to work with an individual who is constantly threatening? The team was struggling to work with the individual, the employer was unhappy with the performance of the individual, yet the concept of firing and replacing this person seemed daunting and ill-timed. When my client finally became fed up, they did indeed fire the employee. I won’t sugar coat the transition. It was hard, uncomfortable and came at a terrible time, but my client knew that this was the right decision for the company.
I have clients who will begin the new year with new employees who are excited about the company, the job and the new opportunity. Start your new year with a fresh perspective and make a resolution to find the best employees that you can possibly imagine.
by Beth | Dec 29, 2011 | Employee Hiring
Did you know that the interview process is a great marketing tool? People who are genuinely interested in your company will apply for positions, not just those looking for a job. It’s possible to have an audience of up to 500 applicants who want to work for you. While you can’t possibly hire them all, you do have a powerful opportunity to make a long lasting impression.
If you respond to your applicants in a timely and courteous manner, they will remember. I have received hundreds of thank you notes for rejection letters. Because of the vulnerability of the candidates, you WILL make an impression on them. They may never want to frequent your business again because they felt they were treated poorly. They will also never forget how great you were because you kept them in the loop.
Somehow, we have gotten away from responding to our potential employees as potential customers. We have decided that we don’t have to respond to them, they don’t deserve a response or we don’t have the time or money to do it. The next wave of successful companies is those who invite people to apply and who respond to them along every step. Be Bold, Be Different and Respond!
