by Beth | May 9, 2012 | Employee Hiring, Interview Process, Selecting Good Candidates
Last weekend, my 11 year old daughter Katy flew on an airplane BY HERSELF for the very first time. I was a nervous wreck! I had a hard time focusing on work…. I kept checking my phone to see if I had messages from her saying that she had landed safely. Katy, of course, was fine. In fact, she had a great time during her first solo flight and learned a valuable lesson in independence. I realized the more she can do for herself, the better equipped she will be in the future when dealing with unexpected situations.
Now you may ask what any of this has to do with interviewing. As I impatiently waited for the phone to ring, I had a realization that I need to provide my clients with the same level of independence. While I certainly adore helping each of my clients interview for their next great employee, I also realize that I need to get them better prepared to do interviewing all by themselves. Again, the more prepared they are in their businesses, the easier it is to handle unexpected personnel issues.
In the past, my typical process was to create and submit job ads, help develop job descriptions, vet interview candidates, schedule interview times, and then perform the actual interviews in front of my client. We would then do a “dash board” review in between interviews to uncover what we learned from each candidate, based on speech patterns, phrasing, and responses to my A-list candidate questions. Rarely, did I actually hand the interview process over to my client. They have certainly learned from the experience as 91% of the time, they retained the ideal employee they were seeking. But I realize that my mission with A-list Interviews is to transform the world through the interview process to create happy, healthy work environments for all. This cannot be achieved until I give my clients the gift of independence by empowering them to run effective interviews long after I am gone.
From now on, I will be including a hand over process where I will be teaching my clients how to interview by themselves through the program I have developed called “7 Steps to Amazing Employees”. I have seen this program work successfully in all walks of business so I am excited to help my clients develop their own comfort levels around the actual interview process. Now when they fly solo, I will still be a nervous wreck because I really want my clients to succeed, but I will know that I set them up for success and the world will be transformed through the interview process by hundreds of interviewers, not just me. And there is no better feeling than that!
by admin | Mar 21, 2012 | Employee Hiring
Peyton Manning is in and Tim Tebow is out.
First, when making a good hiring decision, a boss must ask this question: Can I work with this person? Both Tebow and Manning have solid reputations for being workable, and in this era of cranky celebrities, this is point for both of them.Was this a good hiring decision? Only time will tell.
Second, the next question is can they do the job? While Tebow has been somewhat inconsistent last year, so has Peyton Manning. While Manning has experience on his side, he is also injured and set in his ways. What happens if he gets injured again?
Third, is the candidate passionate about the job? Manning is a little crusty around the edges. He is older and he was a leader in the lockout with the NFL. Tebow loves the game of football. He is energetic, passionate and needs some coaching.
My vote? Hire Manning to train Tebow. Now you have experience coupled with passion and healthiness. That is a winning combination.
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.
