Hiring People

14
Nov

Interviewing for a Skill Set You Don’t Have

“How do you interview for a skill set you don’t have yourself?” I was asked this question the other day by the owner of a machine shop with 50 employees. While this is a common dilemma for small business owners, most every manager faces it at one time or another. Over the past 25 years, I’ve seen a variety of

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22
Oct

I Don’t Care What You Know Until . . .

I don’t care what you know. I care about how you think. That’s been my guiding philosophy for hiring over the past 20 years. It didn’t come at first. But time has a way of showing how to adjust your methods. It’s easy to be impressed by the resume, the experience, the rapport or the way someone answers questions. But

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17
Sep

Be Careful Hiring Top Graduates

I shared this advice with the leaders of a Wall Street investment bank who complained that all their young analysts have been jumping ship within 18 months. I asked who they hire. “Only the best from Harvard, Yale, Princeton and Stanford.” I asked why. “Because we only want the best working here.” “Where did you all graduate from?” “Harvard, Yale, Princeton

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20
Aug

Good News! People Can’t Walk and Lie During Interviews

Ever feel like you’re wasting time interviewing job applicants? They prepare answers for the questions they assume you’re going to ask. You end up asking those questions and getting their prepared answers. There are only so many variations on what you need to know. Even if you get creative with how you ask, most can still adapt and tell you

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24
Oct

How to Detect Rudeness in Applicants

I had been standing in the pharmacy line for about ten minutes and was next to be served. Just as I stepped up, a middle-aged woman slipped in front of me and said to the pharmacy tech, “I just need to drop this off,” handing him a prescription. “This gentleman is next in line,” said the tech. “I know,” said

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31
Aug

Why Shouldn’t I Hire You?

I’ve been teaching employers how to recruit and hire the best people for more than 25 years. In all that time, I have never been a fan of the sit-down interview. There is too much opportunity for posturing and deception. The applicants know what you’re going to ask. If you’ve conducted enough of them, you know what they’re going to

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11
Apr

Show’em – Do’em – Watch’em

I overheard a supervisor train a new employee on merchandising a display of lotions and ointments. I could tell she was busy and had other places to be. Yet this training needed to be done so she was doing it. You know the situation. The employee listened intently at first, but became overwhelmed by the number of steps involved, the

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13
Mar

Decision Making Assessment with One Great Question

One of the most difficult attributes to assess in a job applicant is his or her approach to decision making. But here’s a deceptively simple question that will reveal several insights if you just sit back and listen to how the person responds: “Tell me about the most challenging problem you’ve faced and how you resolved or dealt with it.”

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4
May

On Firing Applicants and Recruiters

In the course of a conversation this week, a manager explained to me how he had opened a search for a packaging engineer and then been inundated with resumes lacking anywhere close to the qualifications he was seeking. While I have seen this happen with postings to on-line job boards, he indicated that his experience with executive recruiters was no

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23
Mar

Millennials and Corporate Social Responsibility

Since the Millennial generation began entering the workforce about 10 years ago, there have been any number of articles and blog posts stating that this emerging cohort is more socially aware than any in recent history. Many argue that if employers want to retain these young contributors, they had better respond to the expectations these young people have about corporate

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