Poor choices in hiring can take a drastic toll on the success of the business. Not to mention that who you hire has a direct reflection on you as a manager. Whereas great hiring choices can improve the overall cohesiveness of the work environment and boost production.
7 comments:
The most important idea for me is that "Establishing an excellent recruiting process starts with getting the right talent through the doors." If you don't have a diverse and talented pool to pull from, you are setting yourself up for failure. I think the time crunch of needing to hire and/or replace someone can drive people to allow themselves to cut corners and that will hurt them in the long run. Having to go through a hiring process twice because the person didn't work out is worse than taking the proper time to search, recruit, interview and negotiate to bring the proper person in. I like the question about the company. The article poses it as the following: "What do you know about our company, what interests you the most and why do you want to work here?" This allows the interviewer to see how much homework a person has done--if they are really interested, they will have put in the time and effort to do background research, and you can get a feel as to what their career goals/motivations are for coming to interview. Separating interests and why do you want to work there is interesting and could provide some redundancy, but overall I liked the question.
The logic behind these interview questions makes a lot of sense. I agree with the idea that you want to avoid the cliche questions, and these ones do provide a lot of good insight into the person. I tend to hate questions like “why should we hire you?” because even though I understand it is the point of a job application I hate feeling like I’m bragging. I tend to have an easier times with questions where I’m just describing who I am/ how I work/ how I think. I really like the idea of interviews being a conversation not an interrogation, and for the most part I’d be happy to get any of these questions during an interview (unlike a question like “what is the name of our CEO?” which is a question I would be unlikely to know the answer to as I don’t consider that important when researching a company). I will definitely keep answers to all of these in mind in case I get them for future interviews.
Hiring the right individual for a job is very important. It is way more frustrating having to go through the hiring process again just because the right person was not picked the first time. The questions in this article, I feel are very insightful questions and they help the hiring committee get to know who their applicants/interviewees are. My favorite sentence from this article is "In the same manner, it’s important to ask the right questions, avoid interrogating candidates and instead you should get them excited about the job!". It also goes in depth to mention questions that sound like interrogative especially when it is to a qualified candidate. Just like the answers to questions in an interview should be thought through and sincere, the questions need to also need to go through a thought process and show why the company is interested in a candidate.
I love, love, love this list. As someone who is prepping for hiring the next summers staff of carpenters, fabricators, props, electrics, and costume personnel i find it quite intriguing to read through these. I was surprised to find that I have already been asking them in many different ways but yet still having a common core or aspect that we are looking for. I think this article does an outstanding job of listing out the drive of what the question is going for and what its intent is seeking after. I also believe that the ten questions that were chosen to be featured are well grounded in the types of things that should be learned about the people one is looking to hire. Overall it was good to be reinforced, and some of the questions sparked some hot debate among friends on how to best answer some of them keying into better conversations.
Recently in Production Personal Management we had a small unit on hiring and being a part of the hiring process. At one point we talked about what questions and employer might ask and what questions the interviewee will ask. One of the key points Molly made was that we should never give a yes or no answer and always have an example to back it up. Not only are you answering there question you are also showing your good communication skills. The list of questions they provide on this list are really great and the next time I am going to an interview I’m going to look at this list and prepare an answer for all of them. These questions are also great because it can give the candidate time to figure out an answer and if they did their research before coming into the interview they should be able to nail these questions.
I love this article. The questions are very sharp and phrased to weed out unprepared candidates. I am also happy to see that strength and weakness question is on the undesirable questions list. The question always confuses me that the weakness should actually be strength. Other questions that I have difficult time with are ‘why should we hire you’ and ‘what can you contribute to the company’. The first one is tough because it is essentially bragging, and I just don’t feel comfortable doing it myself. But I can do it. The second one is really tricky to me because I mostly do not know what specific aspects they are looking for from me. It could be matching personality but also a personality they don’t have in the team. And I have no way of knowing that. Also, is it really okay or right to say that I am willing to be the diversity token in your employee population? I really genuinely do not know.
Firstly, I very much appreciate that this article ends with emphasizing that asking if the interviewee has any questions for the interviewer, as I think both what questions the interviewee chooses to ask as well as how well the interviewer answers them are crucial to the job section and hiring processes. I also appreciated that none of the questions posed are yes or no questions, as those typically do not reveal much about a person other than basic information that is not entirely useful when examining things like creative thinking and communication skills. I really liked the work hard or smart question because I think that the explanation could be very telling of someone's work ethic and style of working, which could be used to see how that particular individual would fit into the company as a whole. Overall, I really like these questions and will definitely keep them in mind should I ever have to interview someone for a job.
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