By Ronald W. Fry
The bestselling writer of "101 nice solutions to the hardest Interview Questions" takes employers step by step in the course of the hiring method.
Read Online or Download Ask the Right Questions Hire the Best People (1999) PDF
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Extra resources for Ask the Right Questions Hire the Best People (1999)
Typically, they are interviewing applicants they themselves will oversee; frequently, the interviews are the result of referrals from a Human Screen, or from colleagues and personal contacts. The primary objective of the Manager is to evaluate the skills and personal chemistry of the applicant on a first-hand basis. These interviewers want to get to know everything they can about the people with whom they'll be working closely. ) Common reasons for being dropped from the Manager's "hot" list include: lack of personal chemistry or rapport with the Page 37 Manager; poor performance during the interview itself; and the Manager's assessment that the applicant, though qualified and personable, would not fit in well with the team.
Odds are that you also know that, despite your best efforts, you sometimes lose track of qualified people. The "Pros" of This Style Human Screens excel at separating the wheat from the chaff. Because they are exposed to a wide variety of candidates on a regular basis, they usually boast more face-to-face interviewing experience than members of the other two groups. " And although interviews with Telephone Screeners or Managers may be rushed to accommodate hectic schedules, Human Screens are generally in a position to spend a comparatively long amount of time with a particularly qualified candidate.
Save yourselfand your employeessome aggravation. Make sure the "miscellaneous" category in the job description does not camouflage something an otherwise qualified person would reasonably resent doingor feel frustrated enough about to consider parting company. Take a long look at exactly what needs doing. Identify any irrelevant components of the job. Then be honest about what should stay in the job description and what should be reassigned to someone else. You should share your conclusions with others Page 16 in the organization and get their input.