Hiring the Best People; the Job Interview
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Hiring the Best People; the Job Interview

The First of Two Parts discussing the most basic elements of hiring, focusing on the Interview. This article contains preliminary advice on how to conduct job interviews, how to focus on what is important and what is not in relation to the specific job, and how to insure one gets the best candidates.

It is an employer's market.  One potentially can hire more qualified people for less pay since the recession than at any other time in history. Simply put, people are searching for jobs, and if you have any, the array of applicants can be startling.  The problem many employer's face is that their Interview Structure belongs in the 1960s.

Tearing up the 'standard' questionnaire is a good first step and getting down to the most basic requirements is a good second.

Meeting the Public or Locked in the Back Room

People who must meet the public have to conform to the old standards.  They must know how to talk to people, have a very high frustration and anger threshold, and know how to solve the basic annoyance of clients/customers.   They have to look 'right'.  Hence tattoos, piercings, flshy clothing, and the like do not belong in the office; unless your office is a strip joint, tattoo parlour, and your customers are largely tatooed, pierced and dress kind of mega-weird.

Persons who don't have to met the public need to be the most qualified people you can find.  Whether they know how to dress, talk or behave doesn't matter.  If they can do the work, they get the job. Geeks don't need ties, don't need to know what day of the week it is; they need to keep the servers running.  If they scare small children, then don't let small children enter their domain.

So the first hurdle is to determine what the job entails and go for the person who can best fill the job.

The Relativity of Time

Set your Interview to commence at 10 a.m.    Early arrivals are moved immediately to another room.  They are going to be your first choice.  This is because people who arrive early make contingency plans.  This can not be stressed enough. 

If you know it takes you ten minutes to reach this point, and you really want to reach it, you leave between fifteen and twenty minutes before the event.   Just in case.   People who have the 'just in case' mind set never prepare for a project due on Friday on Thursday.  They often start as soon as they hear about it, and work on it during the intervening days.  They can focus.  They can formulate that maybe something could 'happen' between Tuesday and Thursday so they start working on the project on Monday.  And by Friday they would have gone over it a few times so that it is the best it can be.

Persons who arrive on time usually do what they are told and not much extra.  Those who attend the Interview on time are moved to another room.  They are second choice.

Those who arrive late are told that they need to come back next week, and are given a date and time and their phone number is taken.  Only if every single candidate in the Early and On Time arrivals is unsuitable are these persons interviewed.   As it is unlikely all these will prove unsuitable, the next week the late arrivants are called and the interview cancelled.

People who arrive late are careless and don't foresee consequences.  They can do that somewhere else.

These two tips will be quite useful in your business in getting the right people.

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