How Will They Perform in a Crisis?

Crisis

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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

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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?


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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.


How Do They Define Success?

Successful Employee

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With different ways of defining success, let’s look at a few of the obvious ones:

1) When you achieve what you want or intend.

2) When someone achieves a high position in their job, on a course, in a sport, in society etc.

3) When a person or business makes a lot of money.

Finding out how your applicant defines success is likely to give you some good insights into their personality and into their drive.

But let’s break this down a bit. Here are some questions you could ask:

1) How do you define success for yourself in the business world?

2) How would you define success for yourself with our company, say in the next year?

3) How about in the next five years?

As you well know, your applicant might not be considering your company for five years. But it can’t hurt to ask.

Success for some is having a job and a pay check. Enough money to pay the bills.

Success for some is making an adequate income AND having a great work environment. Friends, companions, caring about others and others caring about us.

Some equate success with status. A high position in a company, an impressive sounding title.

It’s going to be different from applicant to applicant, but if you can get in there and get some honest answers here, you’ll learn a great deal about your prospective staff.



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.


Can They “Sift” Through Data?

employee thinking

Listen to the Hiring Tip Here

An enormous amount of data and information can overwhelm the work environment.

How does one deal with this information overload?

Well, the first and most important skill is understanding “degrees of importance.”

Clearly some things are more important than others. From a management perspective and from an employee perspective.

Filing the paperwork on the last sale is important but as important as the next customer standing there waiting to pay?

If a customer needs help but it’s clearly not in one’s job description to assist this customer, do we hope someone else will attend to the customer? Or do we stop, find out what’s needed and do what we can to help?

If a co-worker is complaining about a mutual supervisor, do we join in or do we insist the co-worker get with the supervisor to sort it out?

Importances.

And degrees of importance.

The last example about encountering a complaining co-worker may not sound like a point of importances, but it is. How important is it to have a harmonious work environment? How important is it to resolve upsets or issues with the correct individual? Or is it not that important because workplace complaints are just a part of workplace life, so no big deal.

Importances.

Degrees of importance.

So how do we determine this with the applicant?

One suggest would be to make a list of different situations your staff run into that require them to “sift through” data in order to make decisions.

You could present some of these hypothetical situations to the applicant and ask how they would deal with them OR you could ask the applicant how they handled these types of situations in the past.

You can start out with situations with obvious ideal outcomes and then present some that are not so obvious.

How your applicant “sifts” through data to make decisions is a good thing to know before making your hiring decision.



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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