Welcome To The Hiring Tips!

Hello and thank you for stopping by. I’m Stan Dubin, the Executive Director of The Employee Testing Center.

Our employee testing service has been helping companies make better hiring decisions for over ten years now. Whether you use our service or not, I decided a running collection of “Hiring Tips” would be helpful.

These tips address the full scope of hiring: employee motivation, skills, pay, testing, and evaluation. There are tips on what to ask, what not to ask and how to avoid dangerous hiring mistakes. There are 20 plus tips on hiring and the law that our readers have found very helpful.

Most of the tips now also include a podcast version. If you’d prefer to listen on your smart phone, iPod, etc., subscribe via iTunes.

All in all, we want you hiring better staff.

Enjoy!



To see how our employee test can help you bring better people on board watch this three minute video.



If you have ever interviewed someone and later discovered a "different" person is working for you, check out our new book How To Hire The Right People.


Is It Possible to Hire Within?


Didn’t mean to sound cryptic there, but sometimes the position you want filled can be filled by someone who is already with you.

Instead of looking far and wide for an Office Manager, perhaps Alice, who handles the front desk, could do a bang up job.

This will likely mean additional training for Alice, but she is very familiar with your operation, knows the staff and likely has a good grasp on your customer base.

The value connected to the familiarity that Alice would bring to the Office Manager position cannot be understated.

Yes, you could find a skilled, well-trained Office Manager to come in and get rolling. And yes, that person brings a good skill set. But they do not bring familiarity.

The question becomes: how quickly (and how effectively) could you train Alice to get up to “Office Manager speed” versus how quickly (and how effectively) could you get the new Office Manager comfortable and familiar with your day-to-day.

This tip has a very simple purpose.

When you’re looking to hire for a fairly skilled position, is there somebody already there who, with some training, could be quite good for you? If so, finding that person’s replacement is likely going to be easier.

And with hiring, it sometimes just takes looking inward a bit instead of outward.

Now that wasn’t too cryptic either, right?



To see how our employee test can help you bring better people on board watch this three minute video.



If you have ever interviewed someone and later discovered a "different" person is working for you, check out our new book How To Hire The Right People.


Does Any Candidate Have Exactly The Right Skills?

The Right Person

Listen to the Hiring Tip Here

Well, that’s not really a fair question to ask.

You COULD run into people who are perfect in every way for your position.

And how often has that happened for you?

Taking a practical look at this, it’s likely you’re often involved in a juggling act with prospective employees:

  • You’ll have people in front of you with superb qualities coupled with mediocre qualities.
  • You’ll be running ads for weeks on end and interviewing until you’re blue in the face and you’ve got to get SOMEBODY in there.
  • You may get depressed that the right person just isn’t out there and conclude your local area has gone downhill when it comes to hiring quality staff.
  • You may want to email a picture of yourself to the American Oxford Dictionary so they can insert it next to the word “compromise” in their dictionary.

I’ve heard it all folks, and I do have a bit of advice here.

Hang in there. Actually, do more than hang in there. If you’ve got your mind made up that the right person isn’t out there or isn’t likely to come your way or if you’re veering in that direction, then

CHANGE YOUR MIND.

Yes, I know that sounds a bit patronizing. But I mean it. There is one thing all of us can do, and that’s change our mind.

Make a new decision (or rekindle an old decision):

Decide that a person with the right skills, the right personality and the right attitude is coming your way.

And decide that a few times, and when you feel a certain inertia or mental opposition kicking in when you make that decision, make the decision again. And again. Eventually the mental “stuff” will fade and eventually vanish.

I learned that last bit of information from the book, “The Creation of Human Ability” by L. Ron Hubbard.

Well, there you go. Hope you find this tip useful.



To see how our employee test can help you bring better people on board watch this three minute video.



If you have ever interviewed someone and later discovered a "different" person is working for you, check out our new book How To Hire The Right People.


How Will They Perform in a Crisis?

Crisis

Listen to the Hiring Tip Here

The word crisis conjures up pictures of earthquakes or floods or an armed individual threatening one’s life.

And each of these are certainly possible while one is at work. But perhaps not likely and we hope not ever, but there are other types of crises that come to the workplace.

  • A crisis of economics. Perhaps the company is undergoing a very rough financial patch. A competitive company opened up across the street and many of your customers are ending up over there. The financial stress is palpable and employees are beginning to wonder how secure their job is.
  • A crisis in employee morale. Instead of cooperation ruling the day, employees are frequently arguing, frequently criticizing each other. This of course affects productivity and if it gets too rough, some of your best staff may decide to work elsewhere.
  • A crisis in public relations. Something occurred that brought bad press to the company. This is showing up with angry calls and angry visits to your front door. The event causing the bad press may not even have a legitimate source.

I’m sure you could come up with other examples of a crisis that might hit your company.

When these highly negative situations occur, the stress can be considerable. Management may take the brunt here, but you can be sure, employees will also be adversely affected.

How will your applicant hold up in these situations?

Let’s find out.

Ask your applicant:

“What is the most challenging, the most difficult situation you have encountered as an employee?”

After you hear what that is, ask how your applicant dealt with it.

Let’s see if the future can tell us anything:

“If a crisis occurred at work, how would you deal with it?”

We’ll likely find out two things with this question:

1) What your applicant considers is a crisis.

2) How they believe they would deal with it.

I realize talking about a crisis in the past or even in the future may not be the easiest thing for an applicant to discuss, but it may be worth considering this tip.

It may give you an insight into how prepared or courageous or considerate they are.

And of course, our motto is and always will be:

The more we know, the better.



To see how our employee test can help you bring better people on board watch this three minute video.



If you have ever interviewed someone and later discovered a "different" person is working for you, check out our new book How To Hire The Right People.


Video Interviews for Remote Applicants

remote interview

Listen to the Hiring Tip Here

We have quite a few clients who interview applicants in other cities. The position is important enough that the client wants to expand the geographic area. The company may be based in Boston, Massachusetts with the applicant in Seattle, Washington.

Having the applicant fly in to be interviewed is a step that’s usually reserved for the end of the hiring process.

In the past, you would conduct as many phone interviews as possible; do a thorough verification of the person’s résumé; and get done any background checks deemed necessary.

With today’s technology, however, you can go one major step further. You can very easily conduct a video interview, regardless of your applicant’s location. As long as she has a fairly good connection to the Internet — and you as well — you have a variety of video tools available to you.

I particularly like join.me. The web site is easy to use and easy to understand. Within 1-2 minutes you and your applicant are in a video conference and it’s almost as if the person is across the table from you.

I recommend both of you using a computer — desktop or laptop equipped with a decent video camera — but either you or your applicant can also do this interview with an iPad or iPhone.

Feel free to ask any questions you feel will help you make that next decision: should this applicant fly — or drive — in to have a sit down interview with you?

The video interview will give you a great deal of data that you would not necessarily get from one or more phone interviews. Use it as often as you can when working with remote candidates.



To see how our employee test can help you bring better people on board watch this three minute video.



If you have ever interviewed someone and later discovered a "different" person is working for you, check out our new book How To Hire The Right People.


Do They Like People?


Listen to the Hiring Tip Here
1x
0:00
0:00

Now that seems a bit of an odd question, right? Doesn’t everyone pretty much like other people?

And just before you got that question out of your mouth, you knew the answer: not everybody does. We all know people who just don’t like other people. They rarely (or never) find a nice thing to say about others; they criticize easily and often; they grumble; and they are not all that warm and fuzzy to be around, right?

Well, those folks are obvious. They stick out like a sore thumb. This tip endeavors to go a bit deeper. Let’s take a look at this when it’s not so obvious and when you don’t have all the time in the world to find out.

Enjoying other people, having affinity for other people, liking other people — this is a very positive quality to have in your workplace.

A genuinely likable person who genuinely likes others is likely to get more done in a variety of ways:

  • They will try to do more with less. They’ll be inclined to look at the company as if it were theirs and try to be efficient with the company’s resources.
  • They will take the time to help fellow employees. The effort to help a co-worker isn’t something they feel compelled to do, they just think it’s the right thing to do.
  • This person usually takes criticism well. Supervisors enjoy working with this person.
  • The list goes on.

How can you tell how much a person truly likes people? Well, if you are not using our employee testing service, watch this 3 minute video and take our free test. The test can tell you many things about people and in particular it can tell you how much affinity and empathy a person has for others. And because you’re taking the test, you can see how accurate and revealing this test really is.

But what about the interview itself? Is there something you could do in the interview to help you assess your applicant’s affinity for others?

I think there is.

Give the applicant the following statement:

Describe for me what it means to like other people.

If the person very easily answers this question and gives an answer that makes total sense to you, that’s a good sign.

If the person stumbles a bit or hesitates and has to think it over, well, not a great sign.

People who go through life liking other people understand what that quality is and can easily communicate about it.

In the humble opinion of the author of this hiring tip, the more you can locate future employees that easily and freely like others, the better.



To see how our employee test can help you bring better people on board watch this three minute video.



If you have ever interviewed someone and later discovered a "different" person is working for you, check out our new book How To Hire The Right People.


Related Posts Plugin for WordPress, Blogger...