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Digg it UP - How To Spot The Right Person
Hi all! I decided to do something new and different this time. Every day of this week, I wrote down some lines (sort of like a diary) with the idea of explaining the current events going on these days. I hope it helps you to get an idea of how the life of a job hunter (just like me) is like.Monday* I get up at 8am, it’s always hard to start a week but I am excited about what’s going to happen this week.* Made a phone call to Company A to re-schedule interview day and time.* Later in the morning, reviewing and stu
4. Rigorous selection decision
Don't just hire someone because you 'like' them and establish a good rapport in the first 5 minutes - this is a common mistake. Don't make a decision on your own. Get a trusted senior colleague to meet them to give you a sec
Do you think of your business as a brand? Because it is one, whether you view it that way or not. Even if it's just you, a solo-professional, working out of your home. Even if yours is a small local business marketing to customers in your own hometown.It's still a brand.The question is, is it a strong brand?Does it stand for something?Does it have an image?Does it create a perception in your prospects' and clients' minds?Either way again, the answer to these questions is yes.But if you haven't
Essentially you need to have a really clear idea about what you want, so that you can target your interviewing questions specifically at assessing candidates' suitability against these criteria, then make an objective decision around this - along with a healthy dose of common sense and instinct.
Many small businesses have a rough idea in their heads about the type of person they are looking for and then have an unplanned, unfocused conversation (the interview) and then hire a candidate that they 'like' and have a good 'gut instinct' about. But they often realise within days or weeks that they hired the wrong person....
Here are some steps that will help:
1. Have a full job specification for the role you are filling
What type of experience & knowledge, skills, personality and values are right for the role and your business? What level of ambition are you looking for; how long do you expect someone to stay in the role before they move on? Invest some time now and you will ensure you avoid wasting time interviewing and potentially offering roles to the wrong people.
2. Be clear what your job criteria "look like"
What exactly does "first-class customer service" mean to you? How do you know when you see it? What exactly does "a great eye for detail" mean in your business?
3. Interview against these criteria
By all means ask generic questions that allow you build rapport, and be conversational, but also ensure that you ask specific questions that allow you to assess whether the candidate matches up to your requirements. Ask the right questions that will elicit examples and evidence that allow you to test whether the candidate has the traits, skills and experience to meet your criteria. What does "first-class customer service" look like to them? Their answer will tell you whether you share the same standards when it comes to the quality of customer service. Ask them questions which require them to provide actual examples of when and how they have provided "first-class customer service."
4. Rigorous selection decision
Don't just hire someone because you 'like' them and establish a good rapport in the first 5 minutes - this is a common mistake. Don't make a decision on your own. Get a trusted senior colleague to meet them to give you a seco
The UK market for men’s and women’s lifestyle magazines is going through a highly dynamic period; there have been many major launches and much corporate activity in recent years, which has had an impact on the overall market.The improved performance has been due in large part to a dramatic resurgence of the men’s lifestyle market, prompted by the launch in early 2004 of the two weekly magazines Zoo and Nuts. However, the women’s sector has also shown a robust improvement, with a 10% increase in consumer expenditure during 2004.Origina
Here are some steps that will help:
1. Have a full job specification for the role you are filling
What type of experience & knowledge, skills, personality and values are right for the role and your business? What level of ambition are you looking for; how long do you expect someone to stay in the role before they move on? Invest some time now and you will ensure you avoid wasting time interviewing and potentially offering roles to the wrong people.
2. Be clear what your job criteria "look like"
What exactly does "first-class customer service" mean to you? How do you know when you see it? What exactly does "a great eye for detail" mean in your business?
3. Interview against these criteria
By all means ask generic questions that allow you build rapport, and be conversational, but also ensure that you ask specific questions that allow you to assess whether the candidate matches up to your requirements. Ask the right questions that will elicit examples and evidence that allow you to test whether the candidate has the traits, skills and experience to meet your criteria. What does "first-class customer service" look like to them? Their answer will tell you whether you share the same standards when it comes to the quality of customer service. Ask them questions which require them to provide actual examples of when and how they have provided "first-class customer service."
4. Rigorous selection decision
Don't just hire someone because you 'like' them and establish a good rapport in the first 5 minutes - this is a common mistake. Don't make a decision on your own. Get a trusted senior colleague to meet them to give you a sec
There's nothing that says your cleaning company is doing a great job more than when your building's restrooms are not only clean, but fresh-smelling. After all, when employees or visitors enter a restroom they "hope" to be confronted with a pleasant scent - pine, citrus or just a clean smell. Unfortunately, that is not always the case. Often when individuals enter a restroom they are assaulted with an overpowering scent or even unpleasant odors.Looking through any janitorial supply catalog there is a wide range of products to combat odors -
2. Be clear what your job criteria "look like"
What exactly does "first-class customer service" mean to you? How do you know when you see it? What exactly does "a great eye for detail" mean in your business?
3. Interview against these criteria
By all means ask generic questions that allow you build rapport, and be conversational, but also ensure that you ask specific questions that allow you to assess whether the candidate matches up to your requirements. Ask the right questions that will elicit examples and evidence that allow you to test whether the candidate has the traits, skills and experience to meet your criteria. What does "first-class customer service" look like to them? Their answer will tell you whether you share the same standards when it comes to the quality of customer service. Ask them questions which require them to provide actual examples of when and how they have provided "first-class customer service."
4. Rigorous selection decision
Don't just hire someone because you 'like' them and establish a good rapport in the first 5 minutes - this is a common mistake. Don't make a decision on your own. Get a trusted senior colleague to meet them to give you a sec
Another form of promotional material that you can use for your advertising and campaign are the club flyers. These materials are appropriate if you wanted to make announcements about the big event to happen in your business. You can use the flyers to announce your holiday sales and great new merchandise you want to promote. With the club flyer you quickly get the news out of it and easily inform your clients’ through mailing or posting them around.Pertaining about the design processes you can specifically spill out the specs that you want fo
3. Interview against these criteria
By all means ask generic questions that allow you build rapport, and be conversational, but also ensure that you ask specific questions that allow you to assess whether the candidate matches up to your requirements. Ask the right questions that will elicit examples and evidence that allow you to test whether the candidate has the traits, skills and experience to meet your criteria. What does "first-class customer service" look like to them? Their answer will tell you whether you share the same standards when it comes to the quality of customer service. Ask them questions which require them to provide actual examples of when and how they have provided "first-class customer service."
4. Rigorous selection decision
Don't just hire someone because you 'like' them and establish a good rapport in the first 5 minutes - this is a common mistake. Don't make a decision on your own. Get a trusted senior colleague to meet them to give you a sec
The process of seeking feedback is one surefire way to launch you from interview failure to job interview success. It is through feedback that you learn to see yourself as job interviewers do. Only when you see yourself as job interviewers do will you have the special insight to make the necessary changes to hear those famous words ‘your hired.’Here are four ways to see what job interviewers see:Study yourself on videotapeThe Navy has a saying, “You get what you inspect, not what you expect.” Before your next interview, tape a
4. Rigorous selection decision
Don't just hire someone because you 'like' them and establish a good rapport in the first 5 minutes - this is a common mistake. Don't make a decision on your own. Get a trusted senior colleague to meet them to give you a second opinion. Remember, you are hiring the right person for your business and you have a responsibility to the business and your team to do just that
5. Focus on hiring people with the right 'core' values
By that I mean the right personal values, attitudes and work ethic. You can usually teach skills (e.g. IT or technical skills), but you can never 'train' a work ethic or the right attitude into someone. That comes with the person and is usually formed in their early years - both from the way they were brought up and also from their early working life.
For this reason I always look at where people BEGAN their careers to see what type of moulding they got at the start of their working life.
6. Don't worry about making mistakes
Interviewing is a skill. Like any skill, whether it's cooking a meal or hitting a golf ball, it improves with the experience and wisdom that comes from having lots of goes, messing up, learning and implementing that learning. You can't learn to be a proficient golfer without losing a lot of balls in the rough. And you can't become a top-rated chef without messing up a meal on occasions. So go ahead: do lots of interviews and learn as you go along. Find the approach that suits your style and ask the questions that fit your business and the positions you are hiring for. Once you find your style and are comfortable in an interview situation, in addition to learning to spot the right people, you will start to attract the right people as you will be at your relaxed and confident best - which will make you an attractive proposition to a potential employee.
Following these steps will require you to spend some extra time at the beginning of the recruitment process, but it's an investment that will save you a lot of time in wasted interviews and loads of time and money from hiring the wrong people.
Copyright (c) 2007 Mr Sital Ruparelia
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