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Hiring Right
| Guest post by: Gregg Gregory |
Article Overview: Have you ever hired someone and found out the person you hired is the evil twin of the person you interviewed? Have you ever hired someone and subsequently had to fire that same person? If you have answered yes to either of these you read on.
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Free Download - Leaders Play a Major Role for the Employee By Gregg Gregory |
Hiring Right
Hiring Right
Seven Steps to Hiring Right the First Time
"30% of job applicants make misrepresentations on their
resume."
Have you ever hired someone and found out the person you hired is
the evil twin of the person you interviewed? Have you ever hired
someone and subsequently had to fire that same person? If you have
answered yes to either of these you read on.
Some people are just professional interviewers and can sell you a
bag of goods in the process. How can you avoid being taken by the new
thief? Studies reveal that as many as 30% of job applicants make
misrepresentations on their resume. In the October 2003 issue of HR
Magazine, ADP payroll and benefits company stated that in 2001 after
performing over 2.6 million background checks they found that 44% of
applicants lied about work history, 41% lied about education, and 23%
falsified credentials or licenses.
If you have fired the same person you personally hired answer the
following questions:
-
Why did you hire him / her in the
first place?
-
Why did you fire him / her?
If you are like the majority of the leaders in my workshops the
answer to the first question usually based around the resume,
experience, skill set and references etc. The usual answer around why
they were fired is also somewhat predictable. These answers include
they stole from the company, they could not do the work load (in
other words they lied in the interview or on the resume) they had a
negative attitude which resulted in and measured by poor behavior
habits.
Let me break it down this way; you hired the person for what they
knew and you fired the person for who they were. Stop and think about
it for a minute. We hire for what and fire for who. Let's turn that
thought process around and start hiring for who they are and not for
what they know or supposedly know.
Here are several steps on how you can hire right the first time.
-
Always ask for a cover letter. Even if you are accepting on
line applications ask for a cover letter. If they do not even
include a cover letter that means they cannot even follow the
simplest of directions. If they include a letter, look at the letter
closely. It can tell you a lot about the person. It can tell you
about their communication style, education etc. A reasonable
percentage of applicants will have their resume professionally
written but not necessarily the cover letter.
-
If you are having applicants call in or fax in a resume be
sure to set a specific time-line window to do so. Again this is to
see how well they follow instructions. Someone who cannot follow
simple instructions will most likely not follow work instructions
and try to buck your system and cause disruptions on the team.
-
Set the first interview for a phone interview. This can save
you a bunch of time and can tell you about their phone style as
well. Be sure to have several specific questions prepared for
everyone you call. These should be questions about work experience,
background, their personal objective as to why they want to work
with your organization etc. Be sure to note how well they
communicate and sell themselves (without being a canned speech) over
the phone. Be sure to take notes and compare them to the responses
you get when you bring them in for an interview. Consistency is
vital.
-
Meeting the person in person should be nothing more than a
continuance of the telephone conversation. Now depending on the
position they are applying for you may want to schedule as many as
four interviews for the person in one morning or afternoon. This
shows you how serious the person is and if they are willing to take
off this much time to interview. It also opens up some freedom for
you. In using this approach you need to have one or two identical
questions scheduled to be asked by each person during the process.
Why? Actually there are two reasons.
1 -
Simply to see the level of consistency and I think that is obvious.
2 - This one is to see if the become irritated
at the repetition of the same questions. If they notice and pose a
positive attitude towards the process that can be a very good sign.
On the other hand if they become agitated at the same question three
or four times then ask yourself the following question. "Do I
want this person on my team?"
-
In the meeting you should also be asking questions that
surround your corporate core values, corporate vision and mission.
If there is no match here you most likely will not have a match on
the team and consequently you are asking for trouble down the line.
-
Questions should be the type that evokes emotion in the
applicant. The deeper you dig the more you will find out about this
person. Questions here can include, "What is important about
success to you?" Most likely the answer will revolve around
something monetary or at least tangible. Now you want to explore a
little and ask them to expand on this. What you are doing is
locating a "feeling" response something not materialistic.
Do not move on until you have at least two feeling responses. Once
this is uncovered you can now ask why this is important to them. You
may find out that they believe in working together with a group of
people who have fun to achieve the team's mission. When asked why
fun is important, they unveil that fun creates energy and energy
gets the job done which in turn breeds more fun. Can you work with
this style of a person on your team? Better yet, is this person a
good fit for the rest of the team?
-
One thing you always want to know is about their willingness
to grow and continually develop. A great closing thought is to learn
about the training they have had in the last 12 months. You should
also ask the last three non-fiction books they have read. If they
are not reading and attending workshops they most likely have a
small comfort zone. This translates to a large panic zone where they
get disturbed and become upset more easily.
Some organizations tell me that they just want a warm body in
there. That quite possibly could be the worst thing anyone could do.
Putting the wrong person on the team will destroy the team in the
long haul and the cost to revamp the team in a year or two is not
worth putting the wrong person on the team. Top organizations will
tell you that you are better off leaving the position open longer
rather than placing the wrong person on the team in the first place.
Related Articles
A Reliable Predictor of Job Performance
The Pros and Cons of Hiring Green Salespeople
What are you hiring for?
Do You Know Who You Are Hiring?
Free Sales Hiring Mistake Calculator
Avoiding Inappropriate Interview Questions
Negligent Hiring
Survey: Hiring expectations improved in emerging markets
Create a Resume That Rises To the Top
The Job Market is Tough – Does Your Cover Letter Stand Out?
County: Smokers Need Not Apply
Company Loyalty
Avoiding Inappropriate Interview Questions
7 mistakes, and 7 keys to successful entreprneuership.
Startling ATS Hiring Stats! You Might Double Your Performance
Three Interviewing Mistakes - And How To Avoid Them
Small Business Owners - What Should You Look For In An Offer Made By Business Consultants?
The Top Ten Hiring Mistakes
3 Powerful Excuses for Maintaining Mediocrity in Your Sales Hiring
Truck Rental - Things to Keep in Mind before Hiring a Truck
Article Tags:
Hiring,
Leadership,
Management
Referred by: http://www.gci4training.com
About the Author: Gregg Gregory
RSS for Gregg's articles - Visit Gregg's website
Gregg Gregory helps organizations design cooperative teams that produce results and perform at peak levels. Through his interactive workshops and consulting, Gregg's clients achieve greater team focus, cooperation, productivity, and impact. His experience includes more than two decades of human resources, real estate, mortgage banking, as well as radio and television broadcasting. Please contact Gregg at (301) 564-0908 or visit http://TeamsRock.com
Click here to visit Gregg's website
More from Gregg Gregory
Leaders Play a Major Role for the Employee
Dealing With Idiots At Work
How Are Your Followership Skills
Getting Fired In Voicemail
Hiring Right
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Re: looking for experienced affiliate feedback
- Hi Nancy,
Hiring an experienced firm to market and sell your products is certainly a viable option. It all depends on whether you want to spend more of your time or money. Hiring a firm is going to cost a good bit I imagine. On the flip side, to do most of the work yourself and attract affiliates to sell your products for you will require much less money but a lot more time and effort.
Do you have a budget to work within? Or perhaps maybe you have a loan to get things moving?
Re: Search Engine Optimization
- Hi Thomas,
So what would you recommend? Hiring an SEO expert or simply trying your hand at doing it yourself?
Re: Search Engine Optimization
- [quote="Kevin":18cbigeg]Hi Thomas,
So what would you recommend? Hiring an SEO expert or simply trying your hand at doing it yourself?[/quote:18cbigeg]
I would suggest learning it on your own. The internet is evolving daily but can you guarantee a hired SEO expert is. The more you learn, the more creative ideas you have when optimizing your sites. An SEO expert might specialize in one aspect, where you have a chance to take SEO to the next level when you dig deep within yourself and branch out to all aspects.
But if you do hire someone make sure you get a credible resource on your side.
Dropping out of school
- I remember Dave Thomas, a man who dropped out of high school to found Wendys and turned into a millionaire, saying to people who pointed to this fact.... "Just think what I'd've been able to do if I HAD gone to college."
In other words he was thinking he could've been even better if he'd gotten that extra education.
Although in this day and age where young guys - and gals - with computer smarts can provide an invaluable service at a young age... they might not need to go to college to learn how to do what they already [i:ckavbg5w]know [/i:ckavbg5w]how to do... but do they have the business knowledge to run the [i:ckavbg5w]business [/i:ckavbg5w]end of their business?
Hiring people, doing accounting, making sure your accountant isn't diddling you, etc. etc.
Although it's not necessary to go to college to get those skills - a votech will do.... some education in those areas is necessary, I would think.
Different Hats
- CEO Sales & Marketing & Leadership Development Company
Strategic Vision 10
Alliances & Growth Strategies 10
Hiring & Managing People 8
Mentoring 8-9
Strategic Planning for Clients 10
Execution of Marketing Campaigns 9-10 (i have great people who do the nitty gritty)
Financial Management 9
Bookkeeping 3 (outsourced as I really hate the fine details like GST0
Administrative Follow Up 6-7 (again have great staff)
Writing & Publishing 9 (getting better all the time!)
Speaking 10 (so I have been told)
Self Promotion 9-10
Web development & Promotion 6-7 (learning more and have brought on players who are 10+)
Babysitting Employees (1 - wont do it, that's why I work so hard to hire and motivate the people I have)
Great topic Kevin!!
Jude
Share this article with your friends. Fund someone's dream.
Leave a comment below or share on the left and you'll help support entrepreneurs in Africa through our partnership with Kiva.
Over $50,000 raised and counting - Please keep sharing! Learn more.
Have you ever hired someone and found out the person you hired is the evil twin of the person you interviewed? Have you ever hired someone and subsequently had to fire that same person? If you have answered yes to either of these you read on.
Some people are just professional interviewers and can sell you a bag of goods in the process. How can you avoid being taken by the new thief? Studies reveal that as many as 30% of job applicants make misrepresentations on their resume. In the October 2003 issue of HR Magazine, ADP payroll and benefits company stated that in 2001 after performing over 2.6 million background checks they found that 44% of applicants lied about work history, 41% lied about education, and 23% falsified credentials or licenses.
If you have fired the same person you personally hired answer the following questions:
-
Why did you hire him / her in the
first place?
-
Why did you fire him / her?
Let me break it down this way; you hired the person for what they knew and you fired the person for who they were. Stop and think about it for a minute. We hire for what and fire for who. Let's turn that thought process around and start hiring for who they are and not for what they know or supposedly know.
Here are several steps on how you can hire right the first time.
-
Always ask for a cover letter. Even if you are accepting on
line applications ask for a cover letter. If they do not even
include a cover letter that means they cannot even follow the
simplest of directions. If they include a letter, look at the letter
closely. It can tell you a lot about the person. It can tell you
about their communication style, education etc. A reasonable
percentage of applicants will have their resume professionally
written but not necessarily the cover letter.
-
If you are having applicants call in or fax in a resume be
sure to set a specific time-line window to do so. Again this is to
see how well they follow instructions. Someone who cannot follow
simple instructions will most likely not follow work instructions
and try to buck your system and cause disruptions on the team.
-
Set the first interview for a phone interview. This can save
you a bunch of time and can tell you about their phone style as
well. Be sure to have several specific questions prepared for
everyone you call. These should be questions about work experience,
background, their personal objective as to why they want to work
with your organization etc. Be sure to note how well they
communicate and sell themselves (without being a canned speech) over
the phone. Be sure to take notes and compare them to the responses
you get when you bring them in for an interview. Consistency is
vital.
-
Meeting the person in person should be nothing more than a
continuance of the telephone conversation. Now depending on the
position they are applying for you may want to schedule as many as
four interviews for the person in one morning or afternoon. This
shows you how serious the person is and if they are willing to take
off this much time to interview. It also opens up some freedom for
you. In using this approach you need to have one or two identical
questions scheduled to be asked by each person during the process.
Why? Actually there are two reasons.
1 - Simply to see the level of consistency and I think that is obvious.
2 - This one is to see if the become irritated at the repetition of the same questions. If they notice and pose a positive attitude towards the process that can be a very good sign. On the other hand if they become agitated at the same question three or four times then ask yourself the following question. "Do I want this person on my team?"
-
In the meeting you should also be asking questions that
surround your corporate core values, corporate vision and mission.
If there is no match here you most likely will not have a match on
the team and consequently you are asking for trouble down the line.
-
Questions should be the type that evokes emotion in the
applicant. The deeper you dig the more you will find out about this
person. Questions here can include, "What is important about
success to you?" Most likely the answer will revolve around
something monetary or at least tangible. Now you want to explore a
little and ask them to expand on this. What you are doing is
locating a "feeling" response something not materialistic.
Do not move on until you have at least two feeling responses. Once
this is uncovered you can now ask why this is important to them. You
may find out that they believe in working together with a group of
people who have fun to achieve the team's mission. When asked why
fun is important, they unveil that fun creates energy and energy
gets the job done which in turn breeds more fun. Can you work with
this style of a person on your team? Better yet, is this person a
good fit for the rest of the team?
-
One thing you always want to know is about their willingness
to grow and continually develop. A great closing thought is to learn
about the training they have had in the last 12 months. You should
also ask the last three non-fiction books they have read. If they
are not reading and attending workshops they most likely have a
small comfort zone. This translates to a large panic zone where they
get disturbed and become upset more easily.
Related Articles
A Reliable Predictor of Job Performance
The Pros and Cons of Hiring Green Salespeople
What are you hiring for?
Do You Know Who You Are Hiring?
Free Sales Hiring Mistake Calculator
Avoiding Inappropriate Interview Questions
Negligent Hiring
Survey: Hiring expectations improved in emerging markets
Create a Resume That Rises To the Top
The Job Market is Tough – Does Your Cover Letter Stand Out?
County: Smokers Need Not Apply
Company Loyalty
Avoiding Inappropriate Interview Questions
7 mistakes, and 7 keys to successful entreprneuership.
Startling ATS Hiring Stats! You Might Double Your Performance
Three Interviewing Mistakes - And How To Avoid Them
Small Business Owners - What Should You Look For In An Offer Made By Business Consultants?
The Top Ten Hiring Mistakes
3 Powerful Excuses for Maintaining Mediocrity in Your Sales Hiring
Truck Rental - Things to Keep in Mind before Hiring a Truck
Article Tags: Hiring, Leadership, Management
Referred by: http://www.gci4training.com
|
About the Author: Gregg Gregory RSS for Gregg's articles - Visit Gregg's website Click here to visit Gregg's website Leaders Play a Major Role for the Employee Dealing With Idiots At Work How Are Your Followership Skills Getting Fired In Voicemail Hiring Right |
Related Forum Posts
Re: looking for experienced affiliate feedback
- Hi Nancy,
Hiring an experienced firm to market and sell your products is certainly a viable option. It all depends on whether you want to spend more of your time or money. Hiring a firm is going to cost a good bit I imagine. On the flip side, to do most of the work yourself and attract affiliates to sell your products for you will require much less money but a lot more time and effort.
Do you have a budget to work within? Or perhaps maybe you have a loan to get things moving?
Re: Search Engine Optimization
- Hi Thomas,
So what would you recommend? Hiring an SEO expert or simply trying your hand at doing it yourself?
Re: Search Engine Optimization
- [quote="Kevin":18cbigeg]Hi Thomas,
So what would you recommend? Hiring an SEO expert or simply trying your hand at doing it yourself?[/quote:18cbigeg]
I would suggest learning it on your own. The internet is evolving daily but can you guarantee a hired SEO expert is. The more you learn, the more creative ideas you have when optimizing your sites. An SEO expert might specialize in one aspect, where you have a chance to take SEO to the next level when you dig deep within yourself and branch out to all aspects.
But if you do hire someone make sure you get a credible resource on your side.
Dropping out of school
- I remember Dave Thomas, a man who dropped out of high school to found Wendys and turned into a millionaire, saying to people who pointed to this fact.... "Just think what I'd've been able to do if I HAD gone to college."
In other words he was thinking he could've been even better if he'd gotten that extra education.
Although in this day and age where young guys - and gals - with computer smarts can provide an invaluable service at a young age... they might not need to go to college to learn how to do what they already [i:ckavbg5w]know [/i:ckavbg5w]how to do... but do they have the business knowledge to run the [i:ckavbg5w]business [/i:ckavbg5w]end of their business?
Hiring people, doing accounting, making sure your accountant isn't diddling you, etc. etc.
Although it's not necessary to go to college to get those skills - a votech will do.... some education in those areas is necessary, I would think.
Different Hats
- CEO Sales & Marketing & Leadership Development Company
Strategic Vision 10
Alliances & Growth Strategies 10
Hiring & Managing People 8
Mentoring 8-9
Strategic Planning for Clients 10
Execution of Marketing Campaigns 9-10 (i have great people who do the nitty gritty)
Financial Management 9
Bookkeeping 3 (outsourced as I really hate the fine details like GST0
Administrative Follow Up 6-7 (again have great staff)
Writing & Publishing 9 (getting better all the time!)
Speaking 10 (so I have been told)
Self Promotion 9-10
Web development & Promotion 6-7 (learning more and have brought on players who are 10+)
Babysitting Employees (1 - wont do it, that's why I work so hard to hire and motivate the people I have)
Great topic Kevin!!
Jude
Share this article with your friends. Fund someone's dream.
Leave a comment below or share on the left and you'll help support entrepreneurs in Africa through our partnership with Kiva. Over $50,000 raised and counting - Please keep sharing! Learn more.
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