Preparing,For,the,Interview,No business, insurance Preparing For the Interview
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Normal 0 false false false EN-US X-NONE X-NONE MicrosoftInternetExplorer4 /* Style Definitions */ table.MsoNormalTable{mso-style-name:"Table Normal";mso-tstyle-rowband-size:0;mso-tstyle-colband-size:0;mso-style-noshow:yes;mso-style-priority:99;mso-style-qformat:yes;mso-style-parent:"";mso-padding-alt:0in 5.4pt 0in 5.4pt;mso-para-margin:0in;mso-para-margin-bottom:.0001pt;mso-pagination:widow-orphan;font-size:11.0pt;font-family:"Calibri","sans-serif";mso-ascii-font-family:Calibri;mso-ascii-theme-font:minor-latin;mso-fareast-font-family:"Times New Roman";mso-fareast-theme-font:minor-fareast;mso-hansi-font-family:Calibri;mso-hansi-theme-font:minor-latin;mso-bidi-font-family:"Times New Roman";mso-bidi-theme-font:minor-bidi;}Lack of preparation is a mistake that many hiring managers make when theyare in the process of trying to fill a job opening.I think that is because the interview process is a deceptively simpleprocess on the surface. But, if you had the experience of fallinginto the same cycle of hiring employees who are not as experienced or dedicatedas you thought they might be when you interviewed them for the job, you mayunderstand what I mean.It is really important to take a little time to really assess the job thatyou are hiring for and to think about the type of experience you will need inorder for your employee to be successful.Now let us walk through the interview preparation process step by step.Step 1Prepare the job description or job summary prior to searching foryour candidatesThis is when you take a few minutes to make a list of the work that needs tobe done, the work experience needed, and the skills and education that your newemployee will need in order to be successful. Do not neglect soft skills suchas initiative and follow through or the ability to work independently.Step 2Ask meaningful interview questionsYou will want to develop the types of questions that will allow you to get areal sense of your candidates actual experience. Ask the candidate to providework-related examples that support any statement that they share with youduring the interview relative to the skills and experience. Now this type ofquestioning is called behavioral interview questioning.It is important to know that you should avoid asking questions that allowthe candidate to respond by saying either Yes or No. Unless, a Yes orNo is the answer you really want.Step 3Check referencesYou should always check applicants references before hiring. This is a goodopportunity for you to verify statements made by the applicants specific totheir work experience as well as obtain more information on the candidatesoverall job performance.Do not forget to ask if there were any performance issues or if there areareas where the employee needs to grow or improve relative to their experience.Now let me jump a bit ahead of the cart. Remember to orient your newemployee. Once you have hired your new employee, it is really important to makesure that that new staff member understands what is expected of him or her.Take the time to review the job, the layout of the company, your jobexpectations, introduce them to other members of the team, and really get themcomfortable in your organization.And always remember, a little time spent preparing for the process offinding and hiring your employees can save you time, money and needlessfrustration.
Preparing,For,the,Interview,No