Changing what’s going on around you can revitalize your career. (more…)

How important is a company culture for you? I’d bet for most of us it’s very important. (more…)

In this current landscape of economic chaos, one needs to ask the question; is my employer financially sound? It’s no wonder today’s job seeker is leery about the future of the companies with whom he or she’s interviewing. (more…)

By: Maureen E. Harrop

Now that we have covered the hiring process from the applicant’s point of view, we will review the process from the hiring professional’s viewpoint. Today we will examine the process from beginning to end.

Prior to the Interview

• Although you have a very busy schedule, take the time necessary to review the applicant’s resume.
• Search for something in the person’s background that would provide you with an “ice breaker,” rapport building statement or question, such as, “I see you spent some time in Texas. I was born and raised in Texas. How did you like living there?”
• Ensure the candidate possesses the:
  • specific requirements for the position
  • behavioral characteristics necessary to be successful in the job
  • basic qualifications

If you are conducting a behavioral interview, it is important to determine the behavioral characteristics necessary for success in the job. Some examples of the attributes necessary for a sales position would be:

During the Interview

• Greet the applicant in a friendly manner.
• Offer the applicant a glass of water.
• Use an “ice-breaker” to assist the applicant in feeling comfortable, as mentioned above. The more comfortable the applicant is during the interview, the more honest s/he will be with you.

Proceed with the interview. There are many types of interviews. Three examples are:

• The behavioral interview that determines if the applicant possesses the necessary qualities for the position.
• The job motivation interview elicits the job responsibilities that motivate the applicant.
• The team interview educes how the applicant might behave in a team environment.

An expert on the subject, Susan M. Heathfield, believes the behavioral interview to be the best one and I agree with her. She states:

Ms. Heathfield provides us with a series of sample interview questions for an applicant applying for a sales position:

More information on conducting interviews:

• http://www.trafford.com/04-2092
• http://www.hrtoolkit.gov.bc.ca/staffing/staffing_steps/assess_methods/oral_interviews/conducting_effective_interviews.htm
• http://www.nt.armstrong.edu/effective-interviews.htm

Disclaimer: The information in this article is from this website and a variety of online resources, as well as books on the subject, and the author’s experience. The information provided, while authoritative, is not guaranteed for accuracy and legality. While I have made every effort to provide accurate, legal, and complete information, I cannot guarantee it is correct. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct. This information is for guidance, ideas, and assistance only.

Maureen Harrop is President of Claridis, Inc., a training and consulting company, specializing in the Latino/Hispanic workforce. Claridis has produced Telly Award-winning videos in Spanish, utilizing Latino actors. These films are unique because they are not dubbed or subtitled. They were designed for use by training and human resource professionals for their bilingual and Spanish-speaking employees. English versions are also available. Maureen has a Master’s Degree in Education and has been in the human resource/training field for 27 years. Customer service training is an additional area of expertise for Maureen.

For more information, visit her web site: www.claridis.com or e-mail her at maureen@claridis.com or call (888) 701-2879.

Copyright © 2008, Claridis, Inc.
All Rights Reserved

“Noncompete agreements have risen their heads to a point where it’s harder and harder for new employees to be offered a position without the company asking for their signature. (more…)