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Digg it UP - Dynamic Interviewing Practices
Everyone has a unique negotiating style that when effectively used becomes your calling card in building healthy relationships. So often in business, professionals focus on their weak areas and less about the value they bring to the deal.How does this apply to you when interviewing for a new position inside your organization or outside the company?Interviewing for a new position provides you with an opportunity to connect the dots of your professional experience, formal education, and life skills. The ability to play to your strengths early in the process allows the interv
e. What are your areas of improvement?
f. What frustrates you most on-the-job?
g. Give an anger scenario. How would you handle the situation?
h. How would you resolve office personality conflicts? Give an example of a situation that has happened and how it was resolved.
It should go without saying that there is no better way to maintain a carefully created People Place than to hang on to your existing loyal producers. Unfortunately, not nearly enough emphasis is applied in this area. Begin by taking note of who these employees are.Retain Proven PerformersUtilize your existing personnel resources – be aware of the experience, skills and ambitions of current employees. Get out and be visible among your staff – they are your most valuable resource.One of the leading causes of discontent is poor placement, the consequences of which
Much time and energy can be invested and in the end, wasted, if your approach is not focused, deliberate, and specific. The following approaches have resulted in engaging, content-rich interviews providing us with a clear approach appropriate for each candidate.
The Interview
1. Arrange interviews with a least three applicants. Three gives you a well-rounded base from which you can choose the best one. Sometimes three isn’t enough, and you may need to place another ad or extend the application deadline, but it’s a good place to start.
2. Set appointment times close enough so that afterwards you remember details of each and can compare qualities of the applicants, but far enough apart so that applicants don’t “pass each other in the hall” thereby creating an awkward situation.
3. In advance, prepare a form with the following (or similar) questions that will be completed by you during the interview:
a. Where were you last employed?
b. What type of business was it?
c. Why did you leave?
d. What are your strengths?
e. What are your areas of improvement?
f. What frustrates you most on-the-job?
g. Give an anger scenario. How would you handle the situation?
h. How would you resolve office personality conflicts? Give an example of a situation that has happened and how it was resolved.
i
As a business owner, it only makes sense to protect your personal assets from company debts and liabilities. The question is: what’s the best way to do that? If you’re going back and forth between the limited liability corporation (LLC) and the S Corporation (standard corporation), you’re certainly not alone!LLC vs Corporation – The SimilaritiesSo what benefits do these two business entities share? Owners of an S Corp or LLC both enjoy limited personal liability, they both avoid "double taxation," and they both pay income taxes on a flow-through basis like sole proprietors
The Interview
1. Arrange interviews with a least three applicants. Three gives you a well-rounded base from which you can choose the best one. Sometimes three isn’t enough, and you may need to place another ad or extend the application deadline, but it’s a good place to start.
2. Set appointment times close enough so that afterwards you remember details of each and can compare qualities of the applicants, but far enough apart so that applicants don’t “pass each other in the hall” thereby creating an awkward situation.
3. In advance, prepare a form with the following (or similar) questions that will be completed by you during the interview:
a. Where were you last employed?
b. What type of business was it?
c. Why did you leave?
d. What are your strengths?
e. What are your areas of improvement?
f. What frustrates you most on-the-job?
g. Give an anger scenario. How would you handle the situation?
h. How would you resolve office personality conflicts? Give an example of a situation that has happened and how it was resolved.
Whether you are a trained interviewer or not, if you have done any interviewing for hiring at all you will know that some people interview better than others. You will know that some people are truthful and others lie and tell you whatever they think you want to hear.In addition to the honesty factor, interviewing, on the part of the job applicant, is a learned skill.Personality affects how well one interviews. A shy person will not shine in a interview the way a friendlier, outgoing type would.Confidence affects how well one interviews. The most talented applica
2. Set appointment times close enough so that afterwards you remember details of each and can compare qualities of the applicants, but far enough apart so that applicants don’t “pass each other in the hall” thereby creating an awkward situation.
3. In advance, prepare a form with the following (or similar) questions that will be completed by you during the interview:
a. Where were you last employed?
b. What type of business was it?
c. Why did you leave?
d. What are your strengths?
e. What are your areas of improvement?
f. What frustrates you most on-the-job?
g. Give an anger scenario. How would you handle the situation?
h. How would you resolve office personality conflicts? Give an example of a situation that has happened and how it was resolved.
It is difficult to miss a Hummer, but how many companies could afford to run one to promote their business? The answer is, of course, very few and it is doubtful whether GM's overgrown offspring would be the most suitable promotional vehicle for many of them. What then are the alternatives and how could businesses benefit from using a vehicle as an advertising medium?What is a promotional vehicle?A promotional vehicle is a car, truck or SUV with purpose-designed adhesive vinyl graphics applied to its exterior, promoting a business or one of its products or services.
3. In advance, prepare a form with the following (or similar) questions that will be completed by you during the interview:
a. Where were you last employed?
b. What type of business was it?
c. Why did you leave?
d. What are your strengths?
e. What are your areas of improvement?
f. What frustrates you most on-the-job?
g. Give an anger scenario. How would you handle the situation?
h. How would you resolve office personality conflicts? Give an example of a situation that has happened and how it was resolved.
MERRITT ISLAND FL-Most folks would be a little annoyed with a windy rainy gray Florida day. But not Tinho Dornellas. Tinho is an expert windsurfer and his life’s dream is to teach you how to be a windsurfer.This thirty-nine year old father of two boys operates out of an obscure Merritt Island, Florida shop in an area where most folks would think of storing furniture rather than buying a sailboard and learning how to use it.His shop is a few miles down the road fromthe legendary Ron-Jons Surf Shop in Cocoa Beach, Florida. But, Ron-Jon’s isn’t interested in Tinho’s
e. What are your areas of improvement?
f. What frustrates you most on-the-job?
g. Give an anger scenario. How would you handle the situation?
h. How would you resolve office personality conflicts? Give an example of a situation that has happened and how it was resolved.
i. Give an example of having made a mistake and how you resolved it.
j. Describe your ideal day on-the-job.
k. What three words best describe you?
l. What is your greatest professional asset?
m. What is your greatest area of professional improvement?
n. How do you spend your leisure hours? What are your hobbies/ interests?
o. Where do you expect to find yourself professionally in 5 years?
p. What are your personal 10-20 year aspirations?
4. Asking odd questions is an excellent way to elicit a response that will indicate how the prospective employee may react on-the-job. It is a method that will show how well they can “think on their feet.” If this quality is important to you, ask unexpected/unusual questions!
Post-Interview
1. After thanking each applicant for their time and excusing them, spend 5-10 minutes making personal notes about the applicant. This will trigger your memory later.
2. After completing all interviews, compare interview sheets/notes. Assign a number system if necessary to make an assessment that allows you to compare “apples to apples.”
3. Based on the results of interviews, make a final decision on which candidates will be invited to the office to be
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