What Does The Word Accountable Mean To Them?

Who Is Accountable?

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Accountable. Now that indeed is an interesting word.

I found two good definitions:

1) responsible for the effects of your actions and willing to explain them

2) responsible to someone or for some action; answerable

It almost seems the two words, responsible and accountable, are interchangeable. But not quite.

The main difference between responsibility and accountability is that responsibility can be shared while accountability cannot. Being accountable not only means being responsible for something but also ultimately being answerable for your actions.

So let’s ask your applicant what the word means.

“Frank, what is your definition of the word accountable?”

Now I’m going to give you a heavy dose of my opinion here. If Frank can easily communicate a fairly complete definition, this is a good sign that he demonstrates the quality.

If Frank fumbles around for an answer, then this could be a weak area for him.

The key here is that Frank can easily talk to you about accountability. It’s not foreign to him. He has familiarity with it.

So, instead of asking directly about being accountable, ask them to define the word. This may give you a better clue as to just how accountable they are.



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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.


Why Would You Hire Someone You Don’t Need?

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Now that’s an interesting question. Most of us have hired someone at one point or another that we ended up not needing.

And that’s understandable.

In this tip, however, let me make the question a bit more precise: Would you hire someone that you knew at the time of hiring that you didn’t need?

And if so, why would someone do this?

Well, one answer does come to mind. If the local economy is in rough shape and a good number of folks are out of work, you might just decide to lend a hand by hiring someone you don’t really need.

I’d say most of us have hired people we wanted to personally help with a job. We knew the person or maybe a friend or family member asked a favor.

But what if we didn’t know the person at all other than he or she was a member of the human race and a part of our local community?

If finances aren’t an issue, it might not be a bad idea to hire someone simply and only to help out the local area. This might be a means of paying something forward or simply doing a selfless act.

Unless you’re swimming in extra capital to spend, I realize this idea might seem a bit preposterous.

But there are surely things you could have this person do that would be helpful in your workplace. And if the word gets around that you hired someone you didn’t need in order to help out the local area, who knows what might happen next?

Maybe more local businesses will do the same.



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.


What Level of Integrity Are We Dealing With?

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Integrity is a very interesting concept. I may be old-fashioned, but I believe the subject has taken quite a few hits over the last couple of decades.

I also believe the concepts of right and wrong have been slowly but surely stripped out of our children’s education, but that’s a discussion for another time and another place.

Let’s ask the applicant a simple question:

“Frank, if you noticed a co-worker was taking office supplies home with them and you knew your co-worker wasn’t working at home, what would you do?”

You could make sure Frank knew that, in this scenario, the co-worker did not have permission to take the supplies from the workplace.

Let’s see what Frank has to say on this.

Am I cynical if I believe that more folks than not consider it okay to take supplies from the office? I see a trend away from personal responsibility. More people feel they are “entitled” to things. And some of those things may be right there at their workplace.

Keep a close eye on Frank as he responds to this line of questioning.

Have you noticed that I mention in quite a few tips to “keep a close eye” on the applicant when they’re responding to a particular line of questioning?

My reasoning goes like this:

For decent folks, I find they are able to easily express themselves when they’re being truthful. Decent folk will get a bit nervous, maybe twitch a bit if they stretch the truth some. It’s just hard for them to tell a half-truth or a complete lie without also displaying some kind of physical manifestation.

Unfortunately there’s also a few out there who can look you straight in the face and lie and not flinch at all. This is a person you absolutely do not want in your workplace. How do you screen this person out? Well, if you’re not using our employee testing service yet, click here and take our free test. We can certainly help you with this.

Simply stated, the more integrity you got going in your workplace, the better things will go overall.



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.


Blame It On the Economy and Watch Your Profits Sink

When we launched the Hiring Tips Blog, I mentioned that I’d provide some other types of tips from time-to-time. This particular business tip has received a tremendous amount of positive feedback, so I’d like to make it available to you here.

It makes good sense to pay attention to economic indicators. But a weakening economy should not give you a reason for your sinking bottom line. If it does, then you may have just found the real cause for your bottom line: blaming it on the economy.

Too often people believe the “reason” they are having a particular problem is due to something that is happening elsewhere (and usually outside of their control). This is especially true in the business world. Here is an example:

Shoe Store A is doing very well until Shoe Store B opens up across the street. Revenues decline at Shoe Store A as Shoe Store B gets up and going. But, and this is a very important but, to the degree that the owner (and staff) at Shoe Store A attribute their decline in revenue to the existence of Shoe Store B, TO THAT DEGREE they will be unable to deal  with it.

Read more…



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.


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.


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