An interesting article...

This is an excerpt from an article that I read a couple of months ago. It seems logical and gives some good questions for management to askduring a hiring interview. Read for yourself and then I just have one question for you at the end!

"Define the traits your company seeks – Your team should first define the qualities, characteristics, and basic aptitude you want to find in a potential employee. For instance, you may want to find people who have excellent attendance and dependability, flexibility, good communication skills, attention to detail, team orientation, strong work ethic among others.

Develop interview questions to identify these characters – Create a set of interview questions that would indicated whether applicants have the characteristics that you seek. For instance, you may want to ask the following, but do not take thin this list of questions is totally comprehensive:
• What made you decide to apply in our company?
• Tell me about yourself and your last job.
• When we call your previous employer, what are they likely to tell us in regards to your dependability?
• Tell me about a time when you had to go above and beyond your responsibilities to get a job done.
• Give me an example of a time when you had set a goal for yourself and tell me how you went about accomplishing it.
• Give me an occasion when you followed a policy with which you did not agree.
• If you have heard a co-employee saying racist remarks, how would you respond?
• In what kind of work environment do you do your best work?

Asking about how the applicant handles different work-related situations helps you select better employees."

QUESTION: Are they giving you what they really think, believe and have experienced, or what they think you want them to think, believe, and have experienced in order for you to offer them the job? How do you tell the difference?

The Sure Hire Assessment asks non-leading questions so that they candidate has no idea what information we are looking for. Since we look at "how" they are processing information, we look past what they state and look at "how" they are stating it. We are creatures of habit and the patterns are easy to find if you know what to look for.

The Sure Hire Assessment clearly distinguishes what the candidate really thinks, believes, and has experienced, NOT, what they think they need to say in order to get the job. And that makes all of the difference in your hiring decisions. That leads to greater office productivity, worker morale and company profits.