LazyAmericano
New Contributor
I remember a few threads on this topic, but I can't find them. I remember Russ, JScott, perhaps a few others providing interview tips and questions. Am I losing my mind?
Anyone know that thread?
Over time, we have come to realize that job performance starts all the way at the beginning.... with how we write the ad for employment, and how we interview and select people for the job. This sets the tone for their time with the company right out of the chute.
Anyway... Here is the process we are following in our latest round of hiring...
FIRST: Identify the our philosophy as employers. For example: We want to empower our employees to make decisions and take ownership of their job and their responsibilities. An example would be to ask them to call with solutions, rather than problems.
SECOND: Identify the characteristics we are looking for for a particular job.
FINALLY: Come up with questions that are reflective of number one and two above. Also come up with situation specific questions. Imagine that "x" situation happened. How would you handle that?
PROCESS: We also conduct the interview process over the computer, phone, and in person. This allows us to see their communication skills in all of those areas. We had them apply or submit a resume via email. We then provided them w/ a detailed job description and had them answer a few additional questions via email. Then, we followed up with a phone call and finally an interview in person.
What tips do you all have for effective hiring? (or do you recall that other thread??)
Anyone know that thread?
Over time, we have come to realize that job performance starts all the way at the beginning.... with how we write the ad for employment, and how we interview and select people for the job. This sets the tone for their time with the company right out of the chute.
Anyway... Here is the process we are following in our latest round of hiring...
FIRST: Identify the our philosophy as employers. For example: We want to empower our employees to make decisions and take ownership of their job and their responsibilities. An example would be to ask them to call with solutions, rather than problems.
SECOND: Identify the characteristics we are looking for for a particular job.
FINALLY: Come up with questions that are reflective of number one and two above. Also come up with situation specific questions. Imagine that "x" situation happened. How would you handle that?
PROCESS: We also conduct the interview process over the computer, phone, and in person. This allows us to see their communication skills in all of those areas. We had them apply or submit a resume via email. We then provided them w/ a detailed job description and had them answer a few additional questions via email. Then, we followed up with a phone call and finally an interview in person.
What tips do you all have for effective hiring? (or do you recall that other thread??)
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