Archive for Hiring
Good Questions vs Bad Questions
Posted by: | CommentsThere is a tremendous amount of misinformation about interview questions. I have covered the details in other articles but thought I would show you a contrast in this article.
Below I have listed a number of bad questions (B) and followed each with the fix (G). You should see a pattern very quickly.
(B) Tell me about overcoming objections.
(G) How did you overcome the biggest objection in the ABC sale?
(B) Have you ever created a budget?
(G) Step me through the last budget you created.
(B) Do you use a system to manage your time?
(G) How did you plan your schedule today?
(B) What was the last book you read?
(G) What have you read in the last year to keep your skills current?
(B) How will you manage projects if we hire you?
(G) How did you put together the project plan for ABC?
(B) When is the best time to close in a sales cycle?
(G) At what point in the call did you start closing?
Sifting Through The Clutter
Posted by: | CommentsManaging Massive Responses To Your Open Positions
The burden have reversed from not being able to find candidates to having too many to deal with. Many people have never faced this problem before and are looking for solutions. This 22 minute video gives you the model I have used successfully for many years to deal with this specific problem. The ideas can be put to use immediately and don’t cost any money. As always, I welcome your comments.
When It Comes To Hiring, Ambuguity Is The Enemy
Posted by: | CommentsAnything that increases ambiguity when it comes to hiring only makes your decision more difficult. This is a principle I have taught in my training class for the last 25+ years. Unfortunately, I continue to see advice and reccomendations for techniques and questions that put you in a bind.
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.
Do You Have the Right Employees to Take Advantage of the Coming Boom?
Posted by: | CommentsGood market. Bad market. Nothing has changed. It still remains that the only sustainable competitive advantage is the quality of your people.
No one knows when the current market problems will take a turn for the better. But, only a complete cynic believes that it won’t.
Those organizations that have prepared and have the right people in place are going to have a tremendous advantage. The CEO that takes steps now to prepare can avoid the mad scramble for people after the market does turn.
I got a call last week from a mortgage broker who needed to hire 200 new reps as soon as possible.
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.
Controlling the Interview
Posted by: | CommentsI have mentioned many times that you must control the interview if you are going to successfully hire top employees. Controlling the interview simply means getting the information you need in the time allotted.
Are you getting the information you need or the information the candidate wants to share with you? The only way to control the interview is to ask effective questions.
In the following video, I show you some of the techniques that are being taught to candidates so they can control the interview. Don’t be a victim of these tactics!
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.
