Archive for Hiring For Small Business
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.
Hiring Advice You Should Not Use
Posted by: | CommentsI received a copy of a tool used by one of the huge online job posting companies that is supposed to help you assess a candidate. I just hope that people did not pay money for this piece of drivel because if they did they should demand a refund.
There are eight questions on the tool designed to give you better insight into the “hidden signals” a candidate can give you in the interview. First, what are you doing looking for signals when you should be gathering specific behavioral data.
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!!!
