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March 22, 2014-March 23, 2014 … • Six things you need to know today from Inc. Today’s business round up from Inc. gives you corporate news you need today, including ageism and the growing need for social media management.
I like to get off of behavioral questions for a minute and get the candidate comfortable again by asking one of the usual, “I see you were at such and such company for so many years, why did you leave that company?” but this is only so that I can eventually ask…
Do you have a lone gunman or a team player? Once you’ve assessed where a candidate’s motivation comes from, their ambition and self-esteem, it’s time to see if they have the tools in their tool box to get the job done.
(3 Results-Focused) At this point I usually get into asking more specific questions about their resume, like “why did you leave here?” and “what did you like best about this job?” so that they relax again. Pay close attention to the body language before they answer.
When I am assessing a candidate’s outlook and general attitude, I am looking for their perspective, integrity, and honesty.
Now that you have your guidelines for interviewing in the form of a candidate- and position-specific interviewing template and you know how to evaluate their response to each of the questions you’ll ask, you’re ready for the interview.
So, how do you find patterns in what candidates leave or offer in their questions, and how do these patterns inform your assessment of him or her? Ideally you would like for a candidate to answer your question by providing exactly what you asked in the order in which you asked it…
How do you know if your employment screening firm has actually completed the background screens you paid them for, or if they simply dumped them at 5 p.m., declaring that every applicant has a clear record?As recently as last week…
My interviewing process … From the desk of Chandra Kill … In general I follow the same pattern:
Let’s get the conversation started! Jan. 6, according to HRmarketer, was “Massive Monday”, the most popular day for people to look for jobs. HR bloggers and discussions boards are buzzing with hiring Q&As.
Download “How Not to Hire” now for a fun look at what not to do in the hiring process. Frankly, there are enough articles on how to hire. We’ve all read them.
After numerous frustrations in the hiring process, Washington State Patrol decided to do something truly revolutionary–they decided to hire the best candidate for the job.
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