How to Hire the Best
Chart A Course To Hire The Best
Begin with a Ashley Mackenzie Partners Consultant who is networked in your field, knows your business, and goes way beyond the resume to qualify candidates. Savvy employers know that we will recruit and deliver candidates they would not meet otherwise. During the offer phase, our skills as intermediary will remove obstacles to create a win-win environment. Finally, we'll stay with you through the traumas of counter-offers, and relocation issues.
HOW TO USE YOUR TIME MOST EFFECTIVELY
Don't you hate it when you have to hire someone? Interviews invariably interrupt your daily routine and throw you off schedule. Worse, if
the process gets stretched out over a period of weeks, your recollections of the first people you interviewed are vague and the best candidate may have taken another job.
HOW TO TELL WHICH IS THE BEST CANDIDATE
Interviewing is an inexact art because judging the talents and abilities of people is very subjective. And when you add personal chemistry and motivation to the formula for finding the right person, the selection process can become downright intimidating.
Approach the process without preconceived ideas of the "successful candidate."
There is no magic in "a minimum of 5 years experience" or a certain kind of degree. They are only artificial benchmarks that serve to complicate the process with criteria that may not be necessary or even relevant.
ACHIEVING YOUR INTERVIEW OBJECTIVES
You must accomplish three objectives in an interview within a limited time period (45 minutes to one hour at the most):
SOME GOOD QUESTIONS TO ASK
With your patterned interview sheet in hand, you should be able to get the basic information you want from
each candidate. When you want a candidate to clarify or elaborate on a response to reveal initiative, motivation, attitude or management/organizational skills, try this:
SELLING YOUR COMPANY AND JOB OPPORTUNITY
If you like what you've heard in an interview, be sure the candidate leaves enthusiastic about the
opportunity with your company. Whether you intend to make an offer immediately or will need to refer the candidate to others for additional interviews, don't assume that candidates are eager to go to work for you!
If you like this person, chances are other employers will be favorably impressed also, so you need to highlight the benefits of working for you.
There is no such thing as the perfect candidate. That's why it's so vital to remain focused on the critical
job duties throughout the interviewing process. As soon as the interview is concluded, while the meeting is fresh in your mind, summarize your thoughts about the candidate.
A final word of caution. The best candidates have several options -- only one of which is joining your company. When you find a person you like, cut the red tape to accelerate the hiring process. Unnecessary delays often send the wrong signal to a candidate. If your best prospect becomes disenchanted and loses interest, then your screening time and skilled interview techniques have been wasted. Then it's back to "Become A Great Interviewer!"
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