The Job Interview

When it comes to hiring,  too often prospective employers ask the wrong questions, judge by the wrong criterion and hire the wrong people.

Wrong people are very difficult to fire. The worst workers are usually almost impossible to uproot.

People who ought never have been hired often scored the best on the ‘tests’.

This is because many tests, whether written, oral or trick are not set to match the traits required for the job.

There are jobs which require interaction with the public. What is needed in a prospective employee is clear and pleasant speaking voice, a natural warmth and a very very long fuse; in fact, the inability to get frustrated and angry is necessary.

What difference does training, grades, or a resume make if all you need is a really nice person to fill the job?

Where an employee doesn’t need to interact with the public, skills and ability and interest are key. How they look, talk, walk, and dress means nothing. Ability is all that counts.

The best computer geeks have to be hidden because they can be scary.

Some jobs need the ability to absolutely focus on a task until it is completed.  An autistic person is the best choice.

When you create a job, be it  cleaner or a C.E.O. concentrate on what is important and what is not. Focus on the facets which are absolutely necessary.

When it is a people oriented job the first contact with the Potential should be by phone. Hearing the voice, the fluidity of speech will tell you a lot about them.

Have the person who is interviewing the potential drop her voice so that there will be a request for repetition.

The Potential who barks, “What?” or “I can’t hear you,” can be told, “The position has been filled.”

The candidate who asks, “Can you please repeat that?” can be given an appointment.

When the applicant will be hidden in a back room this test is unnecessary.

When an interview is set for 10:00 am, the person(s) who show up early are to be immediately directed to another section and start ahead of the other candidates.

Those on time are to be taken or directed  to a specific office room.

Those who arrive after 10:10 am are to be told to come back tomorrow.

This has more than one purpose.

People who arrive early for appointments have taken contingencies into account. These people are very unlikely to wait for Thursday to start an assignment that is due on Friday. These people tend to double check.

People who arrive on time do what they are requested and seem to grasp the importance of time.

Those who show up late have poor work ethics. Telling them to come back tomorrow often leads to complaints and the display of bad attitude. Hopefully they won’t come back.

This simple ‘culling’ is very effective.

Dress is slightly important;  the girl without a bra doesn’t understand work is different from play. The boy who is so casual that he looks like he just left the street corner can go back there.

Persons who are improperly dressed should be culled immediately. There is no sense interviewing them.

Tell them to come back next week Tuesday, take their number, call them on Monday and cancel the appointment.

If this is a job requiring genius, appearances are totally unimportant. Go directly to the skill base.

If this is a job which requires written communication, an essay should be included. If one needs to have specific knowledge, questions should be on point and virtually graded.

If there is no need for written communication, if the job doesn’t require specific knowledge, this is a waste of paper.

The Final Interview should be set so as to gain insights into the Potential. It is not to make him/her uncomfortable. The best candidates will not subject themselves to an interrogation, decide ‘later for you’ and walk out.

What you’re looking for is someone who can work for the company.

Nothing more.

Ask questions which circle around the position.

Ask questions from real life situations to see how they would deal with real life issues.

Hire on a temporary/part time basis. This makes it easy to fire.

Employ a number of Potentials for four hours a day or three days a week, whatever, to get a view of them in action.

If you have six jobs, hire eighteen people as part time temporary.

You will get the best six, maybe even seven employees.  People you have seen ‘on the job’.

Remember; on paper and on interview are different from real working situations. By seeing your Potentials in action you will make the right choices.