Archive for Hiring
Why You Should Avoid Panel Interviews
Posted by: | CommentsMany of my clients want to conduct panel interviews. They argue all the benefits of conducting panel interviews. Unfortunately, they are wrong. In my Selecting Winners workshop we have been showing companies why panel interviews are not an effective selection technique. I decided to put together a short video that explains exactly why you should avoid panel interviews. Please take a look and I would love to hear your comments.
Hiring 3.0 Book Now Available
Posted by: | Comments
Now Available
My new book “Hiring 3.0 New Rules For The New Economy” is now available. In this book you learn how to adjust your recruiting and hiring processes to best take advantage of the new economic realities. New competition and a glut of applicants are just two of the challenges being encountered. You learn how to integrate all of the Selecting Winners tools and techniques to form a successful staffing process.
I spent a considerable amount of time making this book as readable as possible. Rather than present a lot of theory, the book gets right to the point with usable strategies, techniques and tools. It is a quick read with each concept presented in short manageable sections. However, I did not leave out any of the important information.
Please take a minute and check it out at: http://www.Hirng3.0.com You can read excerpts from the book and see the table of contents.
Thanks for taking the time to check it out!
6 Questions To Ask Before Hiring Salespeople
Posted by: | CommentsHiring new salespeople can be challenging in the best of times and darn right scary in the worst. There is a lot riding on getting the right person. The cost of making a mistake is astronomical in both time money and personal anguish.
It doesn’t need to be mystery.
Here are six questions that need to be asked before the process begins to help ensure the right outcome. Read More→
The “One-Question” Interview Does NOT Work
Posted by: | CommentsAs part of my research on the subjects of recruiting and hiring I follow numerous blogs and websites. I have dozens of Google Alerts for various keyword related to interviewing and hiring. This helps me keep up on the subject and also protect you, my loyal readers, from destructive advice.
A post crossed my desk that revived a subject from many years ago regarding the “One-Question” interview. The contention is that it is possible to conduct an effective interview only asking one question. Without spending much time on the analysis, common sense tells us that this is most likely not true. But let’s take a closer look and see what’s wrong and how to fix it.
Who Do You Get Your Hiring Advice From?
Posted by: | CommentsNot all hiring advice is created equally.
I do my best to monitor my marketplace. I get dozens of Google Alerts daily on various hiring terms. This is just one of the tools I use to stay on top of my subject and marketplace.
Today I received an alert about an article on how to select winning employees. The article boils down to 2 pieces of advice.
1. Ignore experience
2. Interview for personality
The author contended that experience didn’t matter and that personality was the driving force behind success. He said to identify 8 personality traits, ask questions to see if the person had them. And if they did not have at least 5 of the 8, eliminate the candidate.
Thanks for nothing!
Don’t Ask Everyone The Same Interview Questions
Posted by: | CommentsDon’t Ask Every Candidate The Same Questions
Just recently I ran across a white paper that listed the top 100 questions you should ask a sales candidate. In the intro, it was suggested to use these as the standard questions asked of every candidate. The reasoning was this approach empowers you to compare candidates.This is a prime example of advice that has been around for years that is not effective. Let me explain.
On the surface it seems logical if you ask everyone the same questions you can compare answers. The problem is if you ask everyone the same questions, by definition, the questions need to be general generic questions. As a result, you get general, generic answers that do little to predict success on the job. Read More→
Hire Fast – Fire Fast
Posted by: | CommentsJust because an idea has been around for a long time does not make it right. There are very few aspects of the business world that have more myths than the subject of hiring employees.
For more than 35 years I have been studying the subject and teaching companies how to hire top employees. I try to read most everything that is being written. Some from experts. Some from amateurs. Some from practitioners.
Some of what I have read adds real value. Some is interesting but not actually effective. And some is just plain wrong.
This past weekend I was reading the Inc 500 report and in the middle of the report was a page titled, “Words of Wisdom”. It had 10 ideas put forth by CEO’s from the list. And at number 4 was the phrase I have railed against for years.
“Hire Slow, Fire Fast”
Just so we can limit the conversation, I have no problem with the second half of the phrase. Fire fast is good advice. However, the better job you do of hiring the less likely you will face the problem of firing.
It is the first half of the phrase I have the problem with.
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, Ambiguity 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 recommendation for techniques and questions that put you in a bind.
