“The right people are self motivated and are intrinsically driven to succeed.
These employees do not need to be tightly managed,
but instead are leaders and set the example for others on your team.”
Typically, organizations set practices in place to hire and train for relational competence by utilizing recruitment techniques throughout the hiring and on-boarding processes. Common companies tend to hire solely based on functional expertise. Interviewing candidates based only on their functional expertise produces as much of a chance for a return on your investment as blind speed dating. Effective leaders utilize behavioral interviewing questions and scenarios to hire for relational competence.
Continue reading Hiring Practices
An interview is a meeting, typically in person, arranged for the assessment of particular qualifications. When employers and potential candidates come together for an interview, both parties should equally interview each other.
There are many different types of interviewing structures. This article focuses on the following four types: core competencies, situational interviews, patterned behavior description interviews and realistic previews.
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A HR Professional is the gatekeeper to any organization. Sometimes, the first face that a potential candidate sees in a company is a face of the HR Department. The role of HR in the company recruitment and interview processes varies from organization to organization…depending on its size, talent management and succession planning needs OR plans for future growth.
There can be a lot to cover to effectively and efficiently make the most of a first round interview. Typically, you will want to do a lot of listening and you can open up the candidate’s dialog with a number of fundamental, behavioral style questions that can answer more than one question at a time. For example:
Continue reading Interview Checklist