The Workplace

Take a trip without your GPS? – Maybe

Speech at the table without preparation? – Not

Employment interview a candidate without knowing ALL aspects of the position – too often

Recently, a business coaching, the president who was about to interview a candidate for what is characterized for position # 2 in this manufacturing company 150. I ask two basic and essential questions:

 • What exactly are the responsibilities and accountability of the position that you recruit?

 • What are the most important values you want the candidate to have?

In the case of Question 1 – the President could not describe a comprehensive, quantitative or qualitative, responsibilities and duties of the position. Can you prioritize which responsibilities are more important as the "key" to success and achievements of a candidate. Their answers were generic and has developed around "Well, depends on what the candidate brings to the table "or" I know when I see the scores. "Evaluation of the Profile XT President is strongly indicate that affected by intuition, subjective analysis … But in this case it is obvious that no operational plan or a plan of interview that draw appropriate conclusions.

Second Instead, the inability to identify the values nominee is a mirror image of the importance of company values. Neither the president nor the management team had values necessary fundamental pivot of the organization's decision-making and performance or criteria for selection of employees ..

Ask the management team the same two questions above, the results were similar. The two owners of the last no. Incompetence? Misplaced? Round peg in a square hole? Perhaps all above.

For purposes of this discussion, it is reasonable to assume that getting the right person on the bus is possible if you can identify the characteristics a good job for the post, along with the identification of technical needs, and adjusting.

The interview is part art and a science. In both worlds, preparation is the key. Imagine Michelangelo painting the Sistine Chapel to plan? Or the United States to send a rocket to the moon without years of study estimates? Neither going to happen.

So you want to recruit better? Being an employer who hires exceptional performers?

 Identify in detail the roles and responsibilities of the position

 • Identify ways of thinking, behavior traits and occupational interests for the job.

 To know the values of your company and the candidate

 · Prepare behavioral interview questions in advance and knows what she wants answers

 · Practice – remember the interview is a conversation – not a monologue or an interview.

Bob Handwerk

Providing employment interview training to firms committed to hiring exceptional candidates in order to be the best firm in their market niche.

Visit our website at http://www.rlhassociates.com for more information.

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