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Hiring Tip -- Picking The Best Candidates

I often hear leaders from all types of they handled a specific situation (their
organizations ask questions about hiring feelings, actions, and responses). By
the right person. Their questions addressing a specific situation rather
usually sound like these:- What if their than a hypothetical scenario, you get a
resume looks great but they have a bad good feel for how they might handle a
attitude?- What if they put on a good act similar situation in the future.4) As
and then don't work hard?- How can I tell the candidate responds, look for evidence
how they will perform after I hire them?A of the core competencies you identified
great way to answer these questions in step 1. Use your checklist to keep
starts with a well-defined interview track of your observations.5) Train
process. I have heard the procedure several people to conduct this type of
called many things. I first learned it as interview. Always have more than one
the Behavioral Event interview process. person involved in the process. I
The guiding thought behind this system is suggest having several people interview
that "while it is no guarantee of the candidate. Each interviewer should
success, past performance is the best ask about a different part of the
indicator of future performance."Here is person's life and work experience
the main idea -- develop an interview (school, work, volunteer work, etc).6)
system that forces the candidate to tell After the interview process, get each
you, in direct and specific terms, how interviewer together to compare notes and
they have worked in the past. You want observations. If the candidate
the candidate to do more than recount demonstrates the key skills you are
where they have worked and what seeking across several areas of their
experience they have. You can read their life, they are likely to bring those
resume to get that information. You want skills into your business. Now you have
the candidate to tell you: how they a good basis for deciding whether this
think, how they work, and how they relate person fits you and your organization.I
to other people.Actual implementation can have been through this type of interview
get a little involved, but the basic on both sides of the table. I find that
process goes like this:1) Identify the it works very well and creates a win-win
key skills (attributes, attitudes, etc) scenario for both parties. For the
for success in your organization. In a qualified candidate, the process feels
big company, you might develop the list good because there are no "trick"
by interviewing successful people in the questions. For the interviewer, it gives
organization. In a smaller company, you you concrete information that you can use
could brainstorm with the owner(s) about to make an informed decision about the
what they want to see in an employee.2) candidate's fit in your organization.
Rank the competencies to separate the Only the unqualified candidate loses.
"must-have" traits from the "would be For them, the process is uncomfortable.
nice" traits. Write your list in the They must give specifics; there is little
form of a checklist for use during room for "shading the truth" to get the
interviews.3) Develop a series of job.You may use this article for
questions that get people to tell you electronic distribution if you will
specifics about their experience. The include all contact information with live
best series start with broad, open-ended links back to the author. Notification
questions and lead to follow-up with of use is not required, but I would
questions that dig for specifics.For appreciate it. Please contact the author
example, the series could go like prior to use in printed media.Copyright
this:Start with an open-ended question 2005, Guy HarrisGuy Harris is a
like "Tell me about a time in your high Recovering Engineer. He works as a
school (college, internship, last job, Relationship Repairman and People-Process
etc.) when you had to convince another Integrator. His background includes
student (co-worker, etc.) to help you?" service as a US Navy Submarine Officer,
or "Tell me about a time from your last functional management with major
job (internship, college, etc.) that you multi-national corporations, and senior
had to make a sudden change in plans?" management in an international chemical
Let them pick the scenario; you probe for business. As the owner of Principle
specifics.When they give you the Driven Consulting, he helps
scenario, begin the process of "peeling entrepreneurs, business managers, and
the onion." Ask follow-up questions like other organizational leaders improve team
"When that happened, what was the first performance by applying the principles of
thing you did?" Then, "Who did you talk human behavior.Guy co-authored "The
to to make the change happen?" Maybe you Behavior Bucks System(tm)" to help
could follow that with,"Did they react parents reduce stress and conflict with
positively or negatively to your request, their children by effectively applying
and how did you respond to them?"The idea behavioral principles in the home.
is to get the candidate talking about how




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