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Actual for You - How To Select The Right Person For The Job - The Three Essentials
BackgroundUnited States district court, northern district of California was the start of Verisign’s (“the Company”) class action complaint for a violation of securities laws. Plaintiff, James H. Harrison Jr., on behalf of himself and all others similarly situated filed vs. Verisign, Inc., Stratton D. Sclavos, Robert J. Korzeniewski, Dana L. Evan and Quintin P. Gallivan. The “class” period is for people who purchased shares of the company between January 25 and April 25 2002.The defendant Verisign is headquartered in Mountain View California and offers users the ability to engage in secure digital commerce and communications. Verisign’s stock is traded on the NASDQ national market.
• Tell me about your duties in your last position.
• What did you like most about the job?
• What did you like least about the job?
• Why do you want this job?
• Where do you want to be five years from now?
• How do you feel about working for a demanding boss?
• What is your management [or marketing etc] philosophy?
• What w
Technical analysis will show the day to day charting or week to week charting of the share prices, and will help identify the share market tends to occur in patterns.Let’s look at technical analysis a little closer. We have talked about, in previous articles, basically finding out the high and low price of the share, also a little bit about fundamental analysis on what the share does, what the company does and whether it makes a profit. It’s handy to know if it’s making a profit and whether it’s a blue chip company (a blue chip company being one of the larger companies on the share market). I always stick to blue chip Company, large company’s that are usually making a profit. That reduces your risk significantly. You c
• We often rely too much on the interview as the main selection process, or
• We place too much emphasis on professional credentials at the expense of ability to do the job and best values fit, or
• We recruit too often “in our own likeness”.
What’s the best way of finding out whether someone can do the job? Try them out. Not all of us have the resources to be able to “give someone a go”, unless we are recruiting for a position such as “air traffic controller”. As a regular flyer, I know that I would be worried if the recruitment process for air traffic controllers relied principally on the interview! Having worked with a number of air traffic controllers, I now rest easy knowing that a major part of the selection process is simulations of actual flight control. So, if you have the resources, go for simulation.
Without simulations, we must still rely on the interview. Unfortunately, numerous studies suggest that the interview (by itself) is an ineffective selection method. Why? Let me pose the question – “How similar is an interview to the type of work the person is expected to do?” If interviewing is not a major part of the normal day to day activities of the position for which you are recruiting, then the selection interview is not replicating the work, but is merely a discussion on what the person has done or might be able to do. Take for example the following questions, often asked:
• Tell me about your duties in your last position.
• What did you like most about the job?
• What did you like least about the job?
• Why do you want this job?
• Where do you want to be five years from now?
• How do you feel about working for a demanding boss?
• What is your management [or marketing etc] philosophy?
• What wo
I am sure at some point we have all been tempted by 'get rich quick' schemes. You have heard and seen it all before, the tempting schemes that we receive by email/post/newspaper advertisements etc. They promise we will be able to give up work and make ?1000's for just a few minutes work a day on the internet. They tempt you by promises of nice houses, cars and holidays and lots of ???'s.Here are some key points on how to establish whether a 'Business Opportunity' is likely to leave you broke rather than lead you to the promised pot of gold at the end of the rainbow.- DUE DILIGENCE. See what you can find out about the company. Check their details with the government website: CompaniesHouse.gov.uk. Their WebChec
• We recruit too often “in our own likeness”.
What’s the best way of finding out whether someone can do the job? Try them out. Not all of us have the resources to be able to “give someone a go”, unless we are recruiting for a position such as “air traffic controller”. As a regular flyer, I know that I would be worried if the recruitment process for air traffic controllers relied principally on the interview! Having worked with a number of air traffic controllers, I now rest easy knowing that a major part of the selection process is simulations of actual flight control. So, if you have the resources, go for simulation.
Without simulations, we must still rely on the interview. Unfortunately, numerous studies suggest that the interview (by itself) is an ineffective selection method. Why? Let me pose the question – “How similar is an interview to the type of work the person is expected to do?” If interviewing is not a major part of the normal day to day activities of the position for which you are recruiting, then the selection interview is not replicating the work, but is merely a discussion on what the person has done or might be able to do. Take for example the following questions, often asked:
• Tell me about your duties in your last position.
• What did you like most about the job?
• What did you like least about the job?
• Why do you want this job?
• Where do you want to be five years from now?
• How do you feel about working for a demanding boss?
• What is your management [or marketing etc] philosophy?
• What w
Are you a homeowner who lives in the Chula Vista area? If you are, have you ever had your home inspected for mold? If you have yet to do so, you may want to think about doing so, as there are a number of different things that hiring the services of a professional Chula Vista mold inspector can do for you.One of the many things that a Chula Vista mold inspector can do for you is let you know if you have mold in your home. Although some molds are easy to spot, there are other molds that are not so easy to see. Also, it tends to depend where the mold in your home, if you have any, is located. For instance, mold commonly grows in bathrooms and in basements. Due to lighting and more traffic, it is often easier to spot m
Without simulations, we must still rely on the interview. Unfortunately, numerous studies suggest that the interview (by itself) is an ineffective selection method. Why? Let me pose the question – “How similar is an interview to the type of work the person is expected to do?” If interviewing is not a major part of the normal day to day activities of the position for which you are recruiting, then the selection interview is not replicating the work, but is merely a discussion on what the person has done or might be able to do. Take for example the following questions, often asked:
• Tell me about your duties in your last position.
• What did you like most about the job?
• What did you like least about the job?
• Why do you want this job?
• Where do you want to be five years from now?
• How do you feel about working for a demanding boss?
• What is your management [or marketing etc] philosophy?
• What w
In my years helping small business start-ups, I’ve seen the same mistakes repeated over and over. Many of these mistakes are the same ones I made with my first business two decades ago. They’re really easy to avoid for start-up entrepreneurs who are willing to learn the secrets and short cuts of other successful entrepreneurs. With each, I’ve included the rationale behind the mistake and how you can avoid it. Depending on where you are in the start-up process, use this information to avoid unnecessary struggle, wasted time and money.1)No business planBefore you start your business, you need a simple, written business plan, even if you’re solo. The plan should explore:Your products and servicesYour
• Tell me about your duties in your last position.
• What did you like most about the job?
• What did you like least about the job?
• Why do you want this job?
• Where do you want to be five years from now?
• How do you feel about working for a demanding boss?
• What is your management [or marketing etc] philosophy?
• What w
Motor vehicle crashes cost US employers over $60 billion annually in medical costs, legal expenditure, property damage, and lost productivity. While costs by state and Industry vary, on-the-job crash injuries (fatal and non-fatal) amount to about 6.5 percent of all crash injuries. As a result, the cost of workers’ compensation, Social Security benefits, health and disability insurance continues to rise. An investment in a comprehensive motor vehicle accident prevention program can be a winning approach to reducing these expenses and an effective tool for helping limit your company's liability exposure.Consider the Savings According to the National Highway Traffic Safety Administration’s report entitled “The
• Tell me about your duties in your last position.
• What did you like most about the job?
• What did you like least about the job?
• Why do you want this job?
• Where do you want to be five years from now?
• How do you feel about working for a demanding boss?
• What is your management [or marketing etc] philosophy?
• What would you do if you were working for a manager who refuses to set priorities for you?
• Tell me what you would do in your first few weeks in this role.
Before you reach for your pen to jot down a “new one” you liked, let me make a point. Not one of these questions works! None of them helps predict future behaviour in the job for which you are recruiting.
So, how can you improve the interview? A technique known as “Behaviour Description (or Event) Interviewing (BDI) has been shown to improve interview effectiveness by as much as four times. Mind you, you should still use more than the interview, but more of that later.
Read the following question asked of a candidate in relation to a job requirement of “managing poor performance” and see how it differs from the previous list of questions:
• Tell me about the last time you faced the situation of an employee who wasn’t performing.
o What was the situation?
o How did you deal with it?
o What did you do?
o What did you say?
o What did he/she say?
o How did you respond?
o What was the outcome?
By comparison to our previous questions, BDI asks for examples of past behaviour that the candidate has experienced, that are likely to indicate how the candidate might perform in similar situations in the current position.
It specifically calls for the descriptions of events, not thoughts, feelings or hypotheses. Additionally, it prevents the candidate from lying or exaggerating as the following parts of the question will soon catch them out.
So, the BDI interviewing process becomes:
1. Describe an event.
2.
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