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The
Successful Hire
It as
been said that success can be measured in many ways and
in the business world: That first measurement is “The
Successful Hire”.
Having said that; just exactly how do you make a
successful hire?
First, you as a successful businessperson must
take the due-diligence necessary to find the right fit
to your businesses needs.
This is accomplished, primarily, by hiring the
person with a good personality, honesty, loyalty, and
integrity, not to mention strong work ethics.
Moreover, I realize that the skeptics out there
are spouting profusely that this is not possible because
there is no such thing as a perfect employee and the
truth is they are exactly right.
You cannot hire the perfect employee you must
develop them and that starts with the successful
interview.
Although it is important to call references on the
perspective hire, the chances are, because of our
litigious society, you will not get the answers you are
looking for in calling these references.
Given this, the informal assessment offers the
best chance of finding the “right fit”. In other words,
the most qualified person. The informal assessment
consists of a series of interviews and questions that
are designed to determine if the person being
interviewed does not only fit into your organization but
is the “right fit” for your organization.
The interview process can be extremely productive
in disclosing a perspective employee’s character, work
ethics, and honesty, if the right questions are asked.
Where does the
effective interview start and with whom?
Surprisingly, the effective interview starts not
with the
questions but with the employer.
Interviews, buy nature, are excruciatingly
uncomfortable not only for the interviewer (the
employer) but the interviewee (the applicant).
Therefore, as the employer it is your
responsibility to set the tone of the interview by
meeting the applicant at the door, extending a firm
handshake, making eye contact and be genuinely pleased
to having the opportunity of interviewing the person in
front of you.
Although the environment needs to be relaxed,
informal, and friendly, the approach needs to remain
professional, well prepared and thought out.
The art of proper interviewing consists of objectively
determining the applicant’s suitability for employment
by asking a series of different types of questions, such
as, emotionally thought provoking, open-ended, job
related and leading, as well as, non-leading.
Examples of some of these questions are as
follows:
·
What kind of an environment do you like to work in?
·
Do you work best alone or in groups?
·
What do you do to contribute to the well being of your
co-workers?
·
How can you help your co-workers become more fulfilled
at their work?
·
If you could change two things about the last place you
worked, what would they be?
·What
do you think makes the workplace the kind of place where
people enjoy going to work?
·
Can you tell me about a time when you had to persuade
your boss to adopt your point of view?
·
Can you give me an example of a complex problem you had
to handle and how you did it?
·
Can you except authority?
·Do
you have reliable transpiration?
The interesting thing about these types of questions is
that they are designed to speak not to a persons’ skill
but to their emotional intelligence.
In conclusion, it is important to realize that the
aforementioned questions are designed to reduce turnover
and increase employee retention.
However, its’ main purpose is to help any and all
businesses to hire the right person for the right job.
Remember: You can train tasks but you cannot
train honesty, integrity, loyalty, and friendliness. You
have to find (through proper interviewing) that and:
“Hire it”.
William P. Hill
General Manager (Motel 6)
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William P. Hill
General Manager (Motel 6) 1027 Apalachee Parkway
Tallahassee, Florida-32301
Ph: 850-877-6171
Cell: 850-339-2542
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