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Actual for You - How To Hire The Right Person For The Right Job
On a daily basis, we are all customers but what is customer service? The Encarta Online Dictionary describes customer service as: "business department dealing with customers: a department of a business that deals with complaints from or disputes with customers, or that handles routine inquiries from callers." Two online quotations from Encarta’s Encyclopedia Reference File deserve repeating. They are: “The customer is always right,” and “Service is what the typical American businessman would do his best to render even if there weren’t a cop or preacher in sight.”<
Everyone has those down days when they need a calming, supportive, encouraging influence at home.
6. Expectation Interview
After you determine that this is the candidate you want, it’s time to reverse the interview process and begin selling them on yourself and your organization. This is also when the first serious discussion of money occurs. In many cases, the candidate will already be employed and therefore is subject to a counter offer. It’s essential that you get a commitment and that you prepare the candidate for this eventuality. If you’ve done a good job thus far and are competitive and fair, this should not present a problem.
Summary
• Take the time to hire the best even if it takes six to eight hours over a two week time frame
• Go through a six step structured hiring process including:
<It was two days before our shoot. I was in the office with the client going over the story boards and filling him in on all the details for his latest television campaign. At that time, with my agency being in its infancy stage, we were taking in any client we could, which is why I was seated across from the “Redneck Crazy Man” as I liked to refer to him. He owned a string of low end rental car shops and his only redeeming quality was that he was a quick pay.For this particular shoot, my script involved an NBA star and a good looking young boy I had cast t
Recruiting, training and then terminating someone is never desirable. There are many good candidates you could hire. However, even though they may have certain desirable skills, they may not be right for the job at hand. The key is not just to hire the right person, but to hire the right person for the right job.
Taking the time to make the correct hire in the first place is worth all of the effort it takes. The right person in the right job will be productive for years to come. The right person in the wrong job will cause problems, waste time, and expense and send you back to square one again.
Retention is directly related to the hiring process. Therefore, in order to minimize turnover and maximize retention and productivity it is vital to focus on these six steps:
1. Screening Interview
Quickly weed out those who immediately demonstrate they will not fit. Proceed with those who show a history of previous success and who will commit to becoming an employee candidate.
2. Psychological Profile
If your organization does not have a specific test for the type of job you need to fill, there are many different companies that provide tests for various types of jobs. Use the Internet to locate them. Try the search category “job psychological tests” as a starter. Research what’s available and then go with the test that you determine fits your situation best.
3. Reference Checking
This is exactly what it says. There are ethical and legal ways to find out about a candidate’s history. The most common ways are by talking to their previous employer, suppliers and past associates, to name just a few. Information is where you get it. Always be discreet about where and what you learned.
4. Comprehensive Interview
This interview should take from six to eight hours over a one to two week period. It should include, on average, two other interviewers of your choosing in order to form a consensus. Keep in mind that this is really a minimal time investment in the multi-year relationship you hope to build. Some interviewees may try to hide some of their true feelings initially, but most people will become “themselves” over a longer interview period.
This process gives you a truer window on the type of candidate that you really have. Another objective is to try to get to know the candidate as well as anyone in your organization. Many people applying for a job may not be prepared to make the effort required for an intense process such as this. The fact that they will stick it out tells you a lot about them.
This may seem time consuming, especially when added to your already extensive schedule. Always remember that you may be spending as much time with this candidate as you do with your family. Spending the required time now to get to know the person well enough to predict their success can pay huge dividends down the road for all parties.
5. Family Discussion
If they are married, get a little more insight into the candidate by also interviewing their spouse. This is also an opportunity to sell your company to the spouse to gain support. Then you can turn them into a proponent for the company and the job.
Everyone has those down days when they need a calming, supportive, encouraging influence at home.
6. Expectation Interview
After you determine that this is the candidate you want, it’s time to reverse the interview process and begin selling them on yourself and your organization. This is also when the first serious discussion of money occurs. In many cases, the candidate will already be employed and therefore is subject to a counter offer. It’s essential that you get a commitment and that you prepare the candidate for this eventuality. If you’ve done a good job thus far and are competitive and fair, this should not present a problem.
Summary
• Take the time to hire the best even if it takes six to eight hours over a two week time frame
• Go through a six step structured hiring process including:
Managed care organizations like health management organizations (HMO) and independent provider associations (IPA) are required to credential their providers, meaning they have to verify the medical provider’s professional history. Because of the dispersed nature of managed care organizations and the resource requirements of the credentialing process, credentialing verification organizations (CVO) step in to provide these credentialing services.Overview of Credentialing The two major accrediting organizations for managed care organizations are the
1. Screening Interview
Quickly weed out those who immediately demonstrate they will not fit. Proceed with those who show a history of previous success and who will commit to becoming an employee candidate.
2. Psychological Profile
If your organization does not have a specific test for the type of job you need to fill, there are many different companies that provide tests for various types of jobs. Use the Internet to locate them. Try the search category “job psychological tests” as a starter. Research what’s available and then go with the test that you determine fits your situation best.
3. Reference Checking
This is exactly what it says. There are ethical and legal ways to find out about a candidate’s history. The most common ways are by talking to their previous employer, suppliers and past associates, to name just a few. Information is where you get it. Always be discreet about where and what you learned.
4. Comprehensive Interview
This interview should take from six to eight hours over a one to two week period. It should include, on average, two other interviewers of your choosing in order to form a consensus. Keep in mind that this is really a minimal time investment in the multi-year relationship you hope to build. Some interviewees may try to hide some of their true feelings initially, but most people will become “themselves” over a longer interview period.
This process gives you a truer window on the type of candidate that you really have. Another objective is to try to get to know the candidate as well as anyone in your organization. Many people applying for a job may not be prepared to make the effort required for an intense process such as this. The fact that they will stick it out tells you a lot about them.
This may seem time consuming, especially when added to your already extensive schedule. Always remember that you may be spending as much time with this candidate as you do with your family. Spending the required time now to get to know the person well enough to predict their success can pay huge dividends down the road for all parties.
5. Family Discussion
If they are married, get a little more insight into the candidate by also interviewing their spouse. This is also an opportunity to sell your company to the spouse to gain support. Then you can turn them into a proponent for the company and the job.
Everyone has those down days when they need a calming, supportive, encouraging influence at home.
6. Expectation Interview
After you determine that this is the candidate you want, it’s time to reverse the interview process and begin selling them on yourself and your organization. This is also when the first serious discussion of money occurs. In many cases, the candidate will already be employed and therefore is subject to a counter offer. It’s essential that you get a commitment and that you prepare the candidate for this eventuality. If you’ve done a good job thus far and are competitive and fair, this should not present a problem.
Summary
• Take the time to hire the best even if it takes six to eight hours over a two week time frame
• Go through a six step structured hiring process including:
<Did you know that marketing isn't only about getting your clients or customers? It's also about KEEPING them, and keeping them happy. That's a big key to growing your business, because not only will those customers themselves keep coming back to you for more, but they'll send their friends and colleagues as well.Studies done by the American Management Association show that your average HAPPY customer will tell three people about her experience with you. But your average unhappy customer will spread the negative word about you to 11 other
4. Comprehensive Interview
This interview should take from six to eight hours over a one to two week period. It should include, on average, two other interviewers of your choosing in order to form a consensus. Keep in mind that this is really a minimal time investment in the multi-year relationship you hope to build. Some interviewees may try to hide some of their true feelings initially, but most people will become “themselves” over a longer interview period.
This process gives you a truer window on the type of candidate that you really have. Another objective is to try to get to know the candidate as well as anyone in your organization. Many people applying for a job may not be prepared to make the effort required for an intense process such as this. The fact that they will stick it out tells you a lot about them.
This may seem time consuming, especially when added to your already extensive schedule. Always remember that you may be spending as much time with this candidate as you do with your family. Spending the required time now to get to know the person well enough to predict their success can pay huge dividends down the road for all parties.
5. Family Discussion
If they are married, get a little more insight into the candidate by also interviewing their spouse. This is also an opportunity to sell your company to the spouse to gain support. Then you can turn them into a proponent for the company and the job.
Everyone has those down days when they need a calming, supportive, encouraging influence at home.
6. Expectation Interview
After you determine that this is the candidate you want, it’s time to reverse the interview process and begin selling them on yourself and your organization. This is also when the first serious discussion of money occurs. In many cases, the candidate will already be employed and therefore is subject to a counter offer. It’s essential that you get a commitment and that you prepare the candidate for this eventuality. If you’ve done a good job thus far and are competitive and fair, this should not present a problem.
Summary
• Take the time to hire the best even if it takes six to eight hours over a two week time frame
• Go through a six step structured hiring process including:
<It is very important that every wholesale business follows certain criteria and standards, in order to initiate an online or offline selling success, along with a mature business development of the company objectives and ultimate long-term goals. It is very important that every start-up company owner or small business rising entrepreneur has a continued flow of concepts like: Idea, goals, discipline, enthusiasm and an acceptable amount of experience within the business.For the sake of simplicity, I will explain those five elements above shortly and precisely.
This may seem time consuming, especially when added to your already extensive schedule. Always remember that you may be spending as much time with this candidate as you do with your family. Spending the required time now to get to know the person well enough to predict their success can pay huge dividends down the road for all parties.
5. Family Discussion
If they are married, get a little more insight into the candidate by also interviewing their spouse. This is also an opportunity to sell your company to the spouse to gain support. Then you can turn them into a proponent for the company and the job.
Everyone has those down days when they need a calming, supportive, encouraging influence at home.
6. Expectation Interview
After you determine that this is the candidate you want, it’s time to reverse the interview process and begin selling them on yourself and your organization. This is also when the first serious discussion of money occurs. In many cases, the candidate will already be employed and therefore is subject to a counter offer. It’s essential that you get a commitment and that you prepare the candidate for this eventuality. If you’ve done a good job thus far and are competitive and fair, this should not present a problem.
Summary
• Take the time to hire the best even if it takes six to eight hours over a two week time frame
• Go through a six step structured hiring process including:
<I come across a fair number of clients who apologize for their companies… “We’re sorry that manufacturing label paste is not the most interesting thing in the world.” Or, “There’s nothing we can do to stand out… we’re in the business of finding cheaper ways to for demolition customers to dump trash. We don’t dump the trash. We just research the cheapest way for them to dump their own trash. It’s really dry stuff.”Yes, neither of these companies is selling gourmet food, creating colorful board games, or packaging imported tea. Photographers often hear, “I’m no
Everyone has those down days when they need a calming, supportive, encouraging influence at home.
6. Expectation Interview
After you determine that this is the candidate you want, it’s time to reverse the interview process and begin selling them on yourself and your organization. This is also when the first serious discussion of money occurs. In many cases, the candidate will already be employed and therefore is subject to a counter offer. It’s essential that you get a commitment and that you prepare the candidate for this eventuality. If you’ve done a good job thus far and are competitive and fair, this should not present a problem.
Summary
• Take the time to hire the best even if it takes six to eight hours over a two week time frame
• Go through a six step structured hiring process including:
o Screening Interview
o Psychological Profile
o Reference Checking
o Comprehensive Interview
o Family Discussion
o Expectation Interview
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