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Archive for the ‘How To Hire Employees’ Category

Importance of the Interview

The structured interview and interview process are quintessential in portraying the company. Many people find that interviewer skills and successful interview questions reveal how successful a company is.

It has been my experience that the thoroughness of the interview process raises the value of the position in the mind of the candidate and increases the professionalism of the organization. Proof of this was noted in the March 1998 edition of HR Magazine, which recorded the following comment, “70% of interviewees feel that the interview process is a strong indicator of how the company operates.”

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Effective Interviewing Techniques

There comes a time when you need to hire your first employee, or if your going through tremendous company growth you may need to hire a number of employees. This is a critical step in any business and should be planned for appropriately.

Recruiting vs. Interviewing

Let’s distinguish between recruiting and interviewing. Recruiting is the entire process of
 Attracting candidates (both active applicants – people actively looking for a new position, and passive candidates – people who are not actively “in the market” for a new position),
 Interviewing/assessing candidates, and
 On-boarding (orienting) new employees.

The Secrets to Hiring Success concentrates on the interviewing/assessing subset of the recruiting process. As such, the Secrets to Hiring Success does not address the processes open to organizations for attracting active or passive candidates to apply for an open position, nor does it address the techniques for ensuring that the new hire is properly indoctrinated into an organization.

The Secrets to Hiring Success is concerned with finding the best qualified applicant within the pool of available candidates. Finding the best qualified applicant is a challenge in the current environment due to the fact that puffery, exaggeration, and outright lies have become art forms among candidates and even among companies.

I have had numerous experiences where the person who showed up on the first day of the job was nothing like the person who interviewed for the job. Similarly, I’m sure many employees have felt that the company they interviewed with is nothing like the company they joined. It seems both candidates and employers use a degree of puffery in their presentations.

With the exception of the outright liars who lie about educational degrees, certifications, responsibilities, etc., there is a certain amount of puffery that can be expected when a candidate or a company is in the “sales pitch” mode of the interview process. The Secrets to Hiring Success is designed to help an interviewer distinguish between acceptable puffery of the typical candidate and the unacceptable exaggeration of the poor candidate. It has been said that good interviewing is good investigative reporting. Thus, the Secrets to Hiring Success helps to hone your investigative skills by providing you with a structure that allows you to expose the inconsistencies in a candidate’s story.

In creating the Secrets to Hiring Success, it is my belief that employers need to have a thoughtful and thorough interview process that is:
- Designed to identify the best candidate for a position and
- Designed to have a candidate earn the right to receive an offer of employment.

It has been my experience that the thoroughness of the interview process raises the value of the position in the mind of the candidate and increases the professionalism of the organization. Proof of this was noted in the March 1998 edition of HR Magazine, which recorded the following comment, “70% of interviewees feel that the interview process is a strong indicator of how the company operates.”

My Friend Rich Lukesh has written a new Interviewers guide defining the interview process, interviewer skills, techniques, and process on how to hire employees the right way.

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