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Hub You - Hire Winners: Ask the Right Questions
It was the ancient Greek Philosopher, Heraclitus, who said, "nothing endures but change." That is certainly just as true today as it was in the time of Heraclitus, over 2,500 years ago. Change is all around us. In nature, in our personal lives, at work, everything is changing all the time. Sometimes the changes are subtle and we barely notice them, other times they hit us like a freight train.Inevitable ChangeMany of us have never heard of William C. "Billy" Durant, but he was one of the true in
Note how the following question has been rephrased so that it will elicit a behavioral example:
Original: “Have you had experience training new supervisors?”
Revised: “Tell me about a time when you had to hire and train a new supervisor. How did you go about it? Would you do anything differently?”
By using this technique of inter
Procurement is the acquisition of goods or commodities by a company, organization, institution, or a person. This simply means the purchase of goods from suppliers at the lowest possible cost. The best way to do this is to let the suppliers compete with each other so that the expenses of the buyer are kept at a minimum.Procurement usually involves a bidding process in which the bidders or sellers quote their prices and the buyer accepts the lowest possible bid. This is the most efficient and cost effec
A behavioral example is a description, by the job applicant, of a specific event that shows in detail how she did something or handled a problem or made a decision. The rationale for asking for behavioral examples is the notion that the best predictor of what individuals will do in the future is what they have done in the past.
Let’s take a typical interview question and turn it into one that leads to getting a good behavioral example of a specific trait required for a position.
Q. “What is one of your strong points?”
A. “I feel that one of my strong point is that I ‘m very determined and hard-working.”
Q. “Can you give me an example of when you went the extra mile to get your job done?”
A. “Last October we were facing the most demanding time of the year when a flu epidemic struck the office. Out of seven people in the office, five were sick, leaving one secretary and myself to get all of the work done. What I did was commit myself to working 12-hour days, straight in a row for a week, in order to be sure that we were dealing with all of our customers’ needs. My boss, who was one of the sick people, afterwards thanked me personally for going the extra mile and put a highly recommended letter into my file.”
The key to behavioral questions is that you ask for specific examples of past performance. Behavioral questions typically contain phrases like:
- “Tell me about a time when.....”
- “Give me an example of......"
- “How did you.....?”
Note how the following question has been rephrased so that it will elicit a behavioral example:
Original: “Have you had experience training new supervisors?”
Revised: “Tell me about a time when you had to hire and train a new supervisor. How did you go about it? Would you do anything differently?”
By using this technique of interv
Do you enjoy working with people? Would you consider yourself to be an outgoing person with a friendly personality? Are you well organized and able to stick to detail? If you answered yes to these questions then you may find that there are some great fund raising jobs out there for you to consider. This article will outline some of the basic skills you must have if you are thinking of seeking one of the many fund raising jobs available today.When you think of fund raising you often think of volunteers.
Let’s take a typical interview question and turn it into one that leads to getting a good behavioral example of a specific trait required for a position.
Q. “What is one of your strong points?”
A. “I feel that one of my strong point is that I ‘m very determined and hard-working.”
Q. “Can you give me an example of when you went the extra mile to get your job done?”
A. “Last October we were facing the most demanding time of the year when a flu epidemic struck the office. Out of seven people in the office, five were sick, leaving one secretary and myself to get all of the work done. What I did was commit myself to working 12-hour days, straight in a row for a week, in order to be sure that we were dealing with all of our customers’ needs. My boss, who was one of the sick people, afterwards thanked me personally for going the extra mile and put a highly recommended letter into my file.”
The key to behavioral questions is that you ask for specific examples of past performance. Behavioral questions typically contain phrases like:
- “Tell me about a time when.....”
- “Give me an example of......"
- “How did you.....?”
Note how the following question has been rephrased so that it will elicit a behavioral example:
Original: “Have you had experience training new supervisors?”
Revised: “Tell me about a time when you had to hire and train a new supervisor. How did you go about it? Would you do anything differently?”
By using this technique of inter
“So many times it happens so fast, You change your passion for glory. Don’t lose your grip on the dreams of the past You must fight just to keep them alive ...”Song, Eye of the TigerI have seen the movie 20 times and, to this day, “Rocky IV” still leaves a lasting imprint on my mind and my soul. If you have not seen the movie, do yourself a favor and rent it this weekend.Why do I love this movie? Unlike most other films that start with the movies hero at rock bottom,
Q. “Can you give me an example of when you went the extra mile to get your job done?”
A. “Last October we were facing the most demanding time of the year when a flu epidemic struck the office. Out of seven people in the office, five were sick, leaving one secretary and myself to get all of the work done. What I did was commit myself to working 12-hour days, straight in a row for a week, in order to be sure that we were dealing with all of our customers’ needs. My boss, who was one of the sick people, afterwards thanked me personally for going the extra mile and put a highly recommended letter into my file.”
The key to behavioral questions is that you ask for specific examples of past performance. Behavioral questions typically contain phrases like:
- “Tell me about a time when.....”
- “Give me an example of......"
- “How did you.....?”
Note how the following question has been rephrased so that it will elicit a behavioral example:
Original: “Have you had experience training new supervisors?”
Revised: “Tell me about a time when you had to hire and train a new supervisor. How did you go about it? Would you do anything differently?”
By using this technique of inter
Traditionally Accountants have been seen as something to be feared and a necessary evil, but things are changing. Accountants need to look at their attitude to their clients and perhaps rethink the approach they use. Many people feel daunted and intimidated by a visit to the Accountant and this need not be the case. Adopting a new approach will ensure that Accountants keep their clients longer and are able to better understand the needs of the individual.Applied Accountancy is a vibrant forward look
The key to behavioral questions is that you ask for specific examples of past performance. Behavioral questions typically contain phrases like:
- “Tell me about a time when.....”
- “Give me an example of......"
- “How did you.....?”
Note how the following question has been rephrased so that it will elicit a behavioral example:
Original: “Have you had experience training new supervisors?”
Revised: “Tell me about a time when you had to hire and train a new supervisor. How did you go about it? Would you do anything differently?”
By using this technique of inter
Keeping a Franchise Team motivated is not easy. You see Franchisees are people, people from all walks of life and each one is different. However you can motivate a franchise organization to run like a well-oiled machines or a world class sports team. How so you ask? By constantly reviewing your system, going over your marketing play book and evaluating what you are doing wrong and what you are doing great.As the Founder of a franchise company I always made sure to do this and I offered a financial ince
Note how the following question has been rephrased so that it will elicit a behavioral example:
Original: “Have you had experience training new supervisors?”
Revised: “Tell me about a time when you had to hire and train a new supervisor. How did you go about it? Would you do anything differently?”
By using this technique of interviewing you can also gain behavioral examples related to specific skills. For example:
Motivate Others
“Tell me about a time when you needed to motivate your staff and had to deal with morale problems.”
Time Management
“Tell me about a time you had a very busy day at your last job. How did you organize your day and get your job done?”
Decisiveness
“Give me an example of a decision you had to make quickly under pressure. How did you approach it, and how did it work out?”
Problem-solving
“What was a problem that you had to deal with in your last job? Tell me how you went about solving it.”
After the person has answered your initial question, you can then probe for more detail---what they did; how they felt; what they said; etc. Probes encourage the applicant to elaborate and to clarify.
For example, an applicant may indicate having good rapport with a supervisor by saying, “We got along pretty well most of the time, but then, like most people, we occasionally had disagreements.”
The probe---”Can you tell me more about the disagreements” will clarify ambiguous meaning. A disagreement could mean anything from a bloody nose to a mild difference of opinion.
As you hear answers to the various questions and probes, begin rating the applicant on the basic of evidence of the skill, knowledge, trait or experience. This could be a simple 1 to 5 scale from little or no evidence to very strong evidence that the skill/knowledge/trait/experience is present. These ratings can give you a more accurate assessment of the person’s suitability for the position than just a gut feeling you have about the person.
Remember in hiring winners, always have your goal in mind---getting and clarify
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