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Right question. Right hire. Right on!

Right question. Right hire. Right on!. Steven B. McKinney, President. The most important secret behind Harry Houdini’s extraordinary death-defying escape was his obsessive advance preparation. Example knowledge goals to make the right hire by:.

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Right question. Right hire. Right on!

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  1. Right question. Right hire. Right on! Steven B. McKinney, President

  2. The most important secret behind Harry Houdini’s extraordinary death-defying escape was his obsessive advance preparation.

  3. Example knowledge goals to make the right hire by: • Establish rapport • Qualifying the candidate. • Eliminating or differentiating one candidate from another. • Building credibility.

  4. Example knowledge goals to make the right hire by: • Knowledge of previous employers. • Relevance of past work experience. • Identify needs. • Close the deal, make the hire.

  5. Here’s the dirt: Smart questions result in the right hire. Dumb questions ………

  6. Here are 8 question success strategies to get you going: • Ask the candidate some questions that make him or her evaluate new information. • Ask questions that qualify his needs. • Ask questions about personal goals and ambitions. • Ask questions about past achievements.

  7. Ask questions that separate him/her from other candidates. • Ask questions that make the candidate think before responding. • Ask questions about improved quality or sales goals etc. • Write down the answers to questions. This shows you care and increases your listening skills.

  8. Here are a few examples of good questions: • What type of personal development plan do you have for each of your employees? • Did you reach your sales goals last year? If so, what is your target for this year?

  9. How did you achieve your goals? Describe to me the steps that you took to realize them. • Please describe the most important achievement in your work history. • Please describe to me your leadership style and give me a specific example where you have had demonstrated your particular style.

  10. Ask the right question. Make the right hire! It’s magic!

  11. Super Stars: Fact or Fiction

  12. “FACT’S” verses “FICTION”

  13. The letter “F” in “FACT’S” reminds us of the need for Super Stars to befast.

  14. The letter “A” in “FACT’S” remindsus that Super Stars areadaptable.

  15. The letter “C” in “FACT’S” remindsus that Super Stars possess strong communications skills.

  16. The letter “T” in “FACT’S” represents the “tactical” nature that Super Stars possess.

  17. The MBO process: Implementing a guided self-appraisal system using MBO is a four-stage process.

  18. 1. Job review and agreement:2. Development of performance standards:3. Guided objective setting:4. Continuing performance discussions:

  19. The end.

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