Archive for Interview Tips
Why “Group” Interviews Don’t Work
Posted by: | CommentsA good friend of mine who is a very experienced sales executive called yesterday to share a great story. He was interviewing for a position and went back for the second interview only to be told he would would be interviewing with 25 people simultaneously. It was a medium-sized company and they informed him that he needed to “pass muster” with all of the key players in the company.
Unfortunately, the mob mentality is not good when it comes to choosing employees.
Don’t always believe what you read when it comes to hiring!
Posted by: | CommentsThere has been an awful lot of talk recently about the changing landscape in the employment market. Unemployment rates are rising, there is a financial crisis and most people are confused about where markets are headed. As a result, a lot of strange people are coming out of the woodwork with some really crazy ideas. And, unfortunately, some of the mainstream press is perpetuating these crazy ideas.
Just yesterday I read the feature article in a major business publication titled, “The Hiring Game, New Times, New Rules.” (The fact that they use “game” in the title should be your first clue that they don’t get it.) The article outlined that, due to the current economic conditions, the power in the has shifted from candidates to the hiring managers. Idiots!!!
Five Deadly Sins Of Hiring
Posted by: | CommentsHiring good employees gives you the best opportunity to defeat your competition. In this constantly changing market, the quality of your people is the only sustainable competitive advantage. This article identifies and will help you avoid some of the biggest hiring mistakes. But, before we jump in, a quick story.
I fielded a call this morning from a prospect who is interested in our Selecting Winners program. He runs a large insurance agency and needs to hire more than 100 salespeople this year. He asked me what I could guarantee. This is certainly a reasonable question. So, I gave him my standard answer: “By using the Selecting Winners system you will have the highest probability of hiring successful employees!”
Too often, people are looking for the “magic bullet” or some other secret when it comes to hiring. The simple truth is that there is no magic bullet or secret when it comes to choosing great employees. The answer lies in applying a proven system and using it religiously.
The Business Owner’s Most Important Decision
Posted by: | CommentsImagine this situation. You are competing against two other firms for the same piece of business. One firm is the 900-pound guerilla in your market, and the other is a competitor of about the same size. You have the best technology, the big company has the most market share and brand recognition and the third competitor has the lowest price. Who gets the business?
Why Not “Why” Questions
Posted by: | CommentsFor years, I have been preaching in my Selecting Winners workshops that you should never ask an interview question that begins with “why”. This goes against the grain of so much of the common wisdom on the subject. That alone should tell you it makes sense! Just kidding.
But seriously, there are a number of important reasons supporting the ineffectiveness of “why” questions. In this article, you will learn the pitfalls of “why” questions and how to ask much more effective alternates.
Hire, Fire — Then Repeat
Posted by: | CommentsI was having lunch last week with my race car mechanic Ray, and he shared a very interesting story with me. Ray and I have gotten to be good friends in addition to him being my mechanic. We do spend a lot of time together (remember I drive a vintage Fiat).
Ray runs a one man shop southeast of Seattle with his wife running the office. During the 70′s and most of the 80′s, Ray was the head mechanic at the largest Fiat dealership in the northwest. When the dealership folded, Ray started his own repair shop working strictly on Fiats. Lots of service bays, lots of employees, you get the picture.
Now, for the story.
Hire Slow – Fire Fast — Wrong!
Posted by: | CommentsTake your time when you hire but be certain to fire fast. It seems like Moses brought this message down from the mountain. People have been repeating it for so long that it has taken on an aura of correctness. Too bad it is wrong. Let me show you what I mean.
I had a discussion with an executive coach recently who was telling me how he was counseling his clients to take their time in hiring. I asked him why he was counseling this. His answer was that it only makes sense to take your time hiring so you don’t make a mistake and have plenty of time to compare candidates. Seems to make sense. But, not so fast my friends. This is a lousy piece of advice. Hiring must be done a fast as possible. Let me explain.
How To Hire Dream Employees
Posted by: | CommentsLet me share a story with you. I used to be in the same boat as you. Hiring good employees was as much a mystery to me as it probably is to you. If the person looked good, was enthusiastic, and showed some interest, they got hired. And you would have a hard time counting my mistakes. One in particular I want to share with you.
Someone was silly enough to promote me to my first management job. The department needed to hire an administrative assistant. I did all the typical things. Ran the typical ad (titled “Administrative Assistant”) in the Sunday classified ads. Interviewed about 20 candidates throughout the week. Finally, it was Friday afternoon and I had one more interview to go and the desperation was mounting.
No More “Anti-Common” Sense Advice
Posted by: | CommentsFor the past 19 years I have spoken to an organization that has thousands of CEOs as members. The group also puts out a newsletter that I have contributed to over the years. Last month they published an article about the 15 questions you have to ask every person in every interview.
This month, they published a second article because lots of members wrote in and asked how they were supposed to interpret the answers to the questions.
I can’t be the only person that sees the irony in this situation. An expert tells you to ask questions but you need an expert to explain to you how to interpret the answers.
Give me a break!
Interviewing Myths
Posted by: | Comments“If you continue to do what you always have done, You will continue to get what you have always gotten.”
You have an interview scheduled for this afternoon. You prepare by scanning the resume for two or three minutes before the person comes into your office. You’re not worried because you will know if this is the right person.
The candidate walks into your office, strides across the room, looks you in the eye, and with a firm handshake introduces herself. Nice start you’re thinking. She is upbeat, outgoing and can obviously create an impression with a prospect. You start thinking; I wonder what it is going to take to get this gal.
But let’s not jump to a conclusion too quickly, so you pull out your pen and say, “So sell me this pen.” Reject the first statement out of her mouth, and see how she handles objections. And most important, see if she knows how to ask for the order.
