difference between alprazolam xanax xanax depression pictures of .5mg xanax

valium drug side effects valium no prescription valium per attacchi di panico

para que sirve paracetamol tramadol tramadol 50mg generic drug for tramadol

can you get high off tramadol 50 mg order tramadol online tramadol retard 100mg preço

took two klonopin buy klonopin online klonopin range

have you taken phentermine phentermine 37.5mg will i gain weight back after taking phentermine

tramadol high yahoo answers tramadol 50 mg conversion tramadol to fentanyl

gatti e valium buy valium online valium som sovemedisin

xanax et vin rouge buy xanax how long does xanax stay in your system bluelight

difference entre xanax et veratran generic xanax buy xanax legally

Got a minute? If you're a busy manager, that's about all you have. That's why Carla Cross, management coach, speaker, and author, has created this blog just for you, with ready-to-use tips to master management through people.
Nov
10

Four Surefire Tips to Avoid Staff Hiring Mistakes

By
I just taught a 3-day management symposium in South Carolina, and one of my students emailed me: “Can you give me some tips to  assure I don’t make a hiring mistake with staff? If any of us hasn’t made mistakes hiring staff, please comment! I know I’ve made many–and that’s why I’ve developed the tips here.
So, here are four surefire tips  for you.
1. Create the right kind of questions from your job description
Using that job description you created (you did create one, didn’t you?) for your staff position, create past-based questions that tell you if the candidate has the skills and qualities you need. For example. You’re looking for someone who cares about the company. Here’s the question: “In your past jobs, give me 3 examples of how you watched out for the company’s best interests.” Listen and probe.
For more information on behavioral predictors, see The Complete Recruiter and my eBook on interviewing, Your Blueprint for Selecting Winners.
2. Follow a planned, proven interview process to assure you get all the information you need
Most of us don’t interview; we, just sell. We don’t find out the ‘secrets’ about the candidate, but, the candidate sure finds out about us! If you need a proven process, see Your Blueprint for Selecting Winners. I created 8 steps to use each time for a smooth, professional interview.

3. Use a Behavioral Profile

I’d also suggest you use a behavioral profile, for those who pass your first interview. Use it to gather information prior to your second interview. In our coaching company, we use Michael Abelson’s: www.abelson.net. It’s well worth it because you find out things that are very hard to discover in the ‘live’ interview. Then, you go back and ask more past-based questions about those areas. That’s called ‘validating’.

4. Check references “3 deep”

Be sure to check references–not just the ones the candidate gives you, but go ‘3 deep’. That means to ask the people the candidate gives you, ‘Who else could I contact about this candidate’? Go 2 people deep from each of the names the candidate gives you. That way, you’re sure to get a better, less biased picture of the candidate.

Now, you have those four surefire tips to avoid staff hiring mistakes. They would work as well hiring salespeople, wouldn’t they?

Leave a Reply

займы онлайн на карту срочные займы в ставрополе займы на карту в барнауле займ на карту