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21 PRACTICAL AND PROVEN TECHNIQUES - Coggle Diagram
21 PRACTICAL AND PROVEN TECHNIQUES
Interview Effectively
The “Swan Formula” is Smart, Work Hard, Ambitious, and Nice.
Apply some questions in the Interview book
Look for achievement or result orientation
Listen for intelligent questions
Look for a sense of urgency
Look for the Best Predictor of Success
Then, Encourage her to think about the job and then get back to you
When the candidate gets back, you ask “Why do you want to work here? Why would you want to work here rather than somewhere else?”
Tell her about the mission and values of the company
Ask her, “Specifically, how do you feel you could contribute to our company? Why should we hire you?
After you have interviewed the candidate and decided that you would like to hire her, take some time to sell her on the job and the company
Probe Past Performance
Ask the candidate to elaborate and explain exactly what he or she did, what happened as a result, and how he or she felt about that accomplishment
What did he or she learn?
Ask detailed questions about his or her previous work experiences and successes
What did the candidate learn that he or she could apply to this job or to a future job?
Ask what kind of education, skills, or experiences he or she has had that qualifies him or her for the particular job you are offering
Check Resumes and References Carefully
Take the time to personally phone and check references with the exact person who supervised the candidate
Practice the Law of Three
Interview the person you like the most in at least three different locations
Have the candidate interviewed by at least three other managers or potential coworkers
Interview the candidate you like the most at least three times
Interview at least three people who have worked with the candidate in the past
Interview at least three candidates for any position
Make the Decision Properly
Do you genuinely like this person?
Review your thoughts and feelings with other people who will be working with this person
Will he or she be happy in your type of business?
“What would happen if I didn’t hire this person at all?
Will he or she fit into your corporate culture and climate?
How much of a difference would it make?
Is there any urgency?