Archive for interview questions
Three Questions You Should Avoid in your Interview
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This is the time you should be lead generating for recruits and selecting carefully. So, this month, I’m spotlighting recruiting and selecting–the one step in the recruiting process that’s not well taught–or mastered.
Three Dumb Questions You Should Be Asking in the Interview
We all have our favorite interview questions. Yet, most of the time, those favorite questions don’t give us insights into our candidate (be sure to call them candidates). They give us the answers we want to hear–and the candidate wants to give us!
Before I tell you the three dumb questions, write down your favorite interview question.
Now, the three dumb questions:
1. How much money do you want to make? (or any question to which they are going to give a wild guess, interviewer-pleasing answer)
Dumb because: If the agent is new, they have no clue of what it takes to make that money. They are just throwing a number at you.
In fact, any ‘future-based’ questions fail to give you real information about that person. Why? Because they are ‘reading you’ and giving you the answers they think you want to hear.
2. Are you honest? Are you tenacious? Are you ethical?
Dumb because: Any of the ‘value questions’ are dumb because no one is going to tell you ‘no’ to them! There’s a much better way to find out the person’s ethics and values, and that’s to ask ‘behavioral predictor’ questions. (See YourA�Blueprint for Selecting Winners for details).
3. Will you take part in our ____________? (meetings, trainings, etc.)
Dumb because: They will usually say ‘yes’–and then not appear. Instead, you need a ‘mutual expectations’ dialogue at the end of your interview, where you lay out expectations and get agreement–in writing.
Big principle in interviewing: People behave in the future like they behaved in the past.
Find out about their past.
What questions have you been snookered on? How did you change those questions?
What’s your Blueprint for Selection Look Like?
For an 8-step ‘sure-selection’ process, best questions to ask, and what to put in your selection packages, see Your Blueprint for Selecting Winners. This unique resource is all online, so you get instant access. Isn’t it time to polish your selection process so you don’t have to work so hard and get better results?
Three Dumb Questions You Shouldn’t Be Asking in the Interview
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his is the time you should be lead generating for recruits and selecting carefully. So, this month, I’m spotlighting selecting–the one step in the recruiting process that’s not well taught–or mastered.
Three Dumb Questions You Should Be Asking in the Interview
We all have our favorite interview questions. Yet, most of the time, those favorite questions don’t give us insights into our candidate (be sure to call them candidates). They give us the answers we want to hear–and the candidate wants to give us!
Before I tell you the three dumb questions, write down your favorite interview question.
Now, the three dumb questions:
1. How much money do you want to make? (or any question to which they are going to give a wild guess, interviewer-pleasing answer)
Dumb because: If the agent is new, they have no clue of what it takes to make that money. They are just throwing a number at you.
In fact, any ‘future-based’ questions fail to give you real information about that person. Why? Because they are ‘reading you’ and giving you the answers they think you want to hear.
2. Are you honest? Are you tenacious? Are you ethical?
Dumb because: Any of the ‘value questions’ are dumb because no one is going to tell you ‘no’ to them! There’s a much better way to find out the person’s ethics and values, and that’s to ask ‘behavioral predictor’ questions. (See Blueprint for Selecting Winners for details).
3. Will you take part in our ____________? (meetings, trainings, etc.)
Dumb because: They will usually say ‘yes’–and then not appear. Instead, you need a ‘mutual expectations’ dialogue at the end of your interview, where you lay out expectations and get agreement–in writing.
Big principle in interviewing: People behave in the future like they behaved in the past.
Find out about their past.
What questions have you been snookered on? How did you change those questions?
What’s your Blueprint for Selection Look Like?
For an 8-step ‘sure-selection’ process, best questions to ask, and what to put in your selection packages, see Your Blueprint for Selecting Winners. This unique resource is all online, so you get instant access. Isn’t it time to polish your selection process so you don’t have to work so hard and get better results?
Four Tips to Avoid the ‘Hire from Hell’
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Let’s be honest. Have you ever hired someone and found out it was the ‘hire from hell’? If you haven’t, you just haven’t hired enough agents or staff!A� Many managers tell me that the hardest thing they have to do is to hire staff. I think that’s because most of us never had any training in how to hire staff (or hire agents, for that matter).A�During a 3-day management symposium I taughtA�in South Carolina, and one of my students emailed me: “Can you give me some tips toA� 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. This tips work for hiring agents or staff. And, they work for agents hiring team members.
How’s Professional is Your Interview Process?
You work so hard to gain those interviews. But, do you have planned interview process that assures you pick winners? (And assures the candidates are impressed with you….) I’ve just completely updated Your Blueprint for Selecting Winners, with new information about what desired agents of today are looking for, a guide to create your unique attractors, how to put together a powerful presentation, and a completely new video showing exactly how to craft the best ‘crystal ball’ type of questions. Learn more here.A�