Archive for Hiring Do’s and Don’ts
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.
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.
Are You A Victim Of Fake Enthusiasm?
Posted by: | CommentsImagine your sales candidate walks in your office – steps right up to your desk – looks you square in the eyes – and gives you a firm handshake.
It doesn’t get much better than that!
But in reality, you might have just taken the first step down a very slippery slope.
Is this a great salesperson with fantastic rapport skills or have you just been witness to an academy award worthy acting job? You certainly don’t have enough information yet to know one way or the other.
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!
[vimeo 2973251]
