Conduct a job interview

You want to hire the best applicant.

You want this applicant to choose your company.

When you are hiring, how does one conduct a job interview?

1. Set a friendly tone – two minutes.
2. Establish control of the meeting – two minutes.
3. Ask questions– ten minutes.
   • What accomplishment in your present job are you most proud of? What was your best idea (regardless of implementation)?
   • What are your hobbies and interests? Are they useful to your career or in balancing the rest of your life?
   • Which do you enjoy the most: working alone with information or working with other people?
     An excellent candidate might say the different perspectives within a group produce more innovative ideas than one person working alone can, but without information, a team can’t get very far.
   • What sort of work environment do you prefer? What brings out your best performance?
     Probe for specifics. You want to find out whether this person is going to fit into your company.
4. Sell the opportunity- three minutes.
5. Answers questions and close— three minutes.
   1. Who will be my superior and what are his or her strengths and weaknesses?
   2. Indicate the conclusion of the interview with body language (e.g., glance at your watch or calendar) and by summarizing your remarks.

Reasons not to get job offer:

• Dressing inappropriately – 69%
• Appearing disinterested – 69%
• Appearing arrogant – 66%
• Speaking negatively about a current or previous employer – 63%
• Chewing gum – 59%
• Not providing specific answers – 35%
• Not asking good questions – 32%

• Handshake
• Keep eyes focused
• Active listening
• Handle Interruptions
  

See also: Playlist – How to Hire a New Employee

See also: Playlist – How to Conduct a job Interview

See also:

• Body Language during Job Interviews
• Job Interviewing Do’s and Don’ts
• How to conduct an effective employee interview.
• Conducting Job interviews
• Behavioral interview
• Job interviews
• Applicant Evaluation Form
• How to select job applicants
• The essentials of hiring employees
• Interview Questions for Senior Software Engineers by Scott
• Interview Questions by Jim
• Common mistake done by recruiters by E. Liew
• Best recruitment videos you will ever see by Sirona
• Questions for business analyst by Pooja
• What interview questions really try to discover by Seth

When Employee Leaves

[…] If bad employees are leaving, it is good.

If good employees are replacing the bad employees who left, it is good. – Marc

What do you do when that person leaves?

• Keep your head (and the bridge)
• Humbly acknowledge the loss
• Re-highlight a social culture
• Have someone waiting to step up
• Give the new person their own space
• Move on
• Invite them back when appropriate

Some favorite actions to create engagement by Frank:

• Acknowledge them.
• Remember their birthday.
• Trust them.
• Create a tradition with them and keep it.
• Daydream with them.
• Praise more; criticize less.
• Give them your undivided attention.
• Marvel at what they can do.
• Introduce them to people of excellence.
• Keep the promises you make.

[…] The first thing to do is to control your emotions. A surprise resignation often inspires feelings of betrayal, anger and fear, and none of those emotions are necessary or productive. – David

[…] When an employee quits, it costs your company: downtime, customer satisfaction, hiring and training someone new. Know how much? Experts say it’s up to a whopping 250% of annual compensation. – Michael

[…] An employee has just resigned. The norm is that the employee tells you verbally that he or she is resigning from your company. Immediately ask the resigning employee for a resignation letter in writing with their final date of employment stated. – Susan

[…] it is time to start building a reputation as a great company to work for – Tabitha

Why do employees leave?

Reason #1 The Job or Workplace Was Not as Expected

Reason #2 The Mismatch Between Job and Person

Reason #3 Too Little Coaching or Feedback

Reason #4 Too Few Growth and Advancement Opportunities

Reason #5 Feeling Devalued and Unrecognized

Reason #6 Stress from Overwork and Work-Life Imbalance

Reason #7 Loss of Trust or Confidence in Senior Leaders

See also: 10 ways to keep the best employees.

[…] Smart employers will make it known that employees are welcome to work out their notice periods, since that ensures that employees will continue to give them that notice. – Alison

See also: What makes employees happy – More fulfilling

[…] Managers have powerful influence over events that facilitate or undermine progress. They can provide meaningful goals, resources, and encouragement, and they can protect their people from irrelevant demands. Or they can fail to do so. – HBR

[…] The ability to build this network using both current and former employees is what sets the great CIOs apart from everyone else

See also:

• Motivation driven by progress, not by recognition – not so breakthrough idea
• Exit interviews
• Knowledge management is less about harvesting and more about connecting by Prashanth
• Are all employees knowledge workers? by John
• Employee Engagement A to Z by David
• Curiosità Webinar by David
• Managing the mobile workforce by David
• Videos on Employee Engagement by E. Liew
• Workforce engagement for 21st century by Jay
• Why Throwing Leaving Employees Under The Bus is a Bad Idea by Jim

 

Loyalty. An employee can ask for a salary payment, performance based pay, having already signed a contract with the client company.

Management 3.0

This is a summary of a great presentation by Jurgen Appelo – Agile Management: Leading Teams with a Complex Mind.

View #1: Energize People

People are the most important parts of an organization and managers must do all they can to keep people active, creative and motivated.

View #2: Empower Teams

Teams can self-organize and this requires empowerment, authorization and trust from management.

View #3: Align Constraints

Self-organization can lead to anything and it’s therefore necessary to protect people and shared resources and to give people a clear purpose and defined goals.

Conway’s Game Of Life

Settlers of Catan

View #4: Develop Competence

Teams cannot achieve these goals if team members aren’t capable enough and managers must therefore contribute to the development of competence.

View #5: Grow Structure

Many teams operate within the context of a complex organization and thus it is important to consider structures that enhance communication.

View #6: Improve Everything

People, teams and organizations need to improve continuously to defer failure for as long as possible.

• Adaption
• Exploration
• Anticipation

See also:

• Levels of management
• Delegation Poker by Jurgen

Your Ignore List

[…] Why do we find this word so hard to say?  Probably because people are not used to being denied their wishes, we are not used to putting ourselves first in any situation and we want to be liked.

Thanks Dawn!

List 1: Your Focus List (the road ahead)

What are you trying to achieve? What makes you happy? What’s important to you? Design your time around those things. Because time is your one limited resource and no matter how hard you try you can’t work 25/8.

List 2: Your Ignore List (the distractions)

To succeed in using your time wisely, you have to ask the equally important but often avoided complementary questions: what are you willing not to achieve? What doesn’t make you happy? What’s not important to you? What gets in the way?

1. Say “no” to the things you say “yes” to out of guilt.
2. Say “no” to the impulse to check your email or your Twitter account every fifteen minutes.
3. Say “no” to people who are always asking for your help and then are always unavailable when you need help.
4. Say “no” to buying things which you don’t really need and which you can’t afford.
5. Say “no” to incoming streams of information that are not furthering either your enjoyment of life or your ability to get things done.
6. Say “no” to nonessential tasks so that you can free up space and time to focus on what you really want to accomplish in life.
7. Say “no” to commitments that are interfering with your ability to spend more time with your loved ones.
8. Say “no” to projects and tasks that are not aligned with your yearly and life goals.
9. Say “no” to senseless time-wasters such as watching too much television or pointless internet surfing.
10. Say “no” to letting others dictate how your day will go instead of taking control.
11. Say “no” to scheduling so many things into your day that you become stressed and fatigued and feel out of control.
12. Say “no” to high pressure tactics from others to get you to commit to things which you would rather not do.

List 3: When to pull the plug.

1. When to let someone on the team go
2. When to stop offering a program
3. When to extract from a partnership
4. When to exit a business
5. When do you give up vs. plunge past a barrier

Thanks Marelisa! Thanks Peter! Thanks Melanie!

PS. If you do not know the answers to these questions you can cheat and check over here!

 

Need an oracle to tell you Yes or No, here it is!

Time Facts by Tara:

FACT: A fact is something true regardless if you believe it to be true or not.

FACT: You are in control of the most powerful computer ever made. Your brain is capable of solving ANY problem at a speed (I believe to be) greater than the speed of light. Your hands, your eyes, your ears, your organs, are the most high-tech machines ever made. There is nothing faster, nothing smarter, and therefore nothing more valuable than the things you are in possession of at this VERY MOMENT. Therefore you are worth more than the contents of the entire universe -period.

FACT: Time is the only thing you and I have AND it is simultaneously the only we do not own, therefore time is a gift. What we believe we can do with our time is the direct result of how we value this gift. There are only two perceived values of time and neither can be paid for. Your time is either priceless or worthless. One of these values is your time’s true value. The other value is a LIE.

FACT: Your time is priceless, because what you are able to do with your time is priceless (see fact #2). Your time is worth so much that no one -not even you- can afford it. You will never be paid enough, because there is not enough stuff to pay you with.

FACT: The only reason we choose to believe in the false value of our time is simple… we forget.