| |
| |
|
Management Information |
|
|
|
Hiring Productive Employees: A Checklist for Assessing Their Appeal
The characteristics of job applicants have a strong influence on whether or not they get hired. Their characteristics also indicate the level of their productivity. If you are about to hire employees, consider the characteristics listed below in checklist form. The candidates who possess them are probably the ones who will be readily accepted by your staff. This acceptance plays an important role in the team-building process and the productivity of the staff. ( ) Appearance: An applicant whose physical characteristics, dress, and presence are pleasant, neat, and attractive sets a positive influence. Caution: Overemphasis on his or her appearance may be a cover-up of some vital shortcomings. Avoid being sidetracked and distorting the evaluation process. ( ) Self-confidence: An applicant who demonstrates self-confidence, who appears sure of himself (or herself), who professes a full competence about the job, or who projects his assurance to others, will probably impress the interviewer and is likely to be secure in his feelings about himself and his ability to do his job. Caution: This display is just an indicator; the true test comes during the probationary period. ( ) Fluency of Expression: An applicant who knows his (or her) job and can discuss it easily wins the active listening ear of the interviewer. This type of knowledge easily impresses most interviewers. Caution: Beware of glib applicants who can use the right terms and expressions, but who have no real depth knowledge. Responsible interviewers usually look for and spot these bluffers. By asking probing questions, they determine the legitimate applicants with real knowledge of the field. ( ) Alertness: An applicant possessing a vast degree appeal in this area is someone who is always on his (or her) toes. Alert, sparkling applicants see beyond the ordinary, are usually dynamic, and are exciting people who give their all to their job. Caution: Alert interviewers are alert enough to watch for the bluffers. ( ) Maturity: Age is not necessarily a factor of maturity. Applicants who are mature do not show self-pity for what they do not know. In fact, they are ready to discuss their weak and strong points so that they may take the necessary steps to minimize their weak ones and maximize the strong ones. Maturity is an attitude, not an age factor. ( ) Sense of Humor: An applicant with a sense of humor looks on the bright side of things, smiles when it is appropriate, does not tell inappropriate jokes, responds appropriately to the interviewer's humor, and does not laugh obscenely. He (or she) is easy to work with and helps to create a positive and motivational workplace. Caution: Beware of the overjoyed applicant who makes a joke out of everything. ( ) Intelligence: Although some aspects of intelligence may be measured by tests, the intelligent applicant projects his (or her) smarts in a normal and natural fashion. He is sharp, answers to the point, reacts sensibly to the interviewer's questions, and his responses are clear and concise. Caution: Beware of the faker who quotes statistics and uses inhouse expressions. ( ) Warmth: An applicant who enhances the interview process, who connects emotionally with the interviewer, and who demonstrates a genuine concern for people is someone who most likely will be accepted by his (or her) peers, supervisors, and customers. Caution: This very important asset is a major ingredient in the hiring process; but beware of the difficulty of measuring this among all applicants. ( ) Sensitivity to Feedback: An applicant who take time to learn and understand the job and the organization, who understands and responds to comments and body language is someone who is most likely to use this characteristic on the job. His (or her) sensitivity to feedback may be another manifestation of his warmth or intelligence. It reflects a person who is tops in interpersonal relations. ( ) Naturalness: An applicant who is natural and relaxed probably has a more integrated personality, but avoid prejudging the nervous twitches of the applicant. Caution: An overtly tense applicant's appeal may be smothered in a series of coughs, or concealed by a case of the squirming interview jitters. To reach such an applicant and to determine what latent appeal exists beneath his (or her) uneasiness calls for patience and particular skills on the part of the interviewer. Use this checklist to help you assess your applicants' appeal, his suitability for your place of business. The checklist will give you a strong indication as to where his weaknesses and strengths lie. Use it as a guide. Remember: When you maximize your potential, everyone wins. When you don't, we all lose. -- PERMISSION TO REPUBLISH: This article may be republished in newsletters and on web sites provided attribution is provided to the author, and it appears with the included copyright, resource box and live web site link. Email notice of intent to publish is appreciated but not required. Mail to: eagibbs@ureach.com. Etienne A. Gibbs, MSW, Management Consultant and Trainer, conducts seminars, lectures, and writes articles on his theme: "... helping you maximize your potential." He offers management resources at http://www.MaximizingYourPotential.blogspot.com.
MORE RESOURCES:
Google News |
|
|
|
RELATED ARTICLES
Creativity and Innovation Management - Competition versus Collaboration There is much confusion as to whether competition or collaboration is most beneficial to creativity and innovation. Though there are negatives to collaboration and it is not easy separating the effects of time pressure and group activity, in general collaboration beats competition. Loyalty, Motivation And Work-Life Balance Managers who aren't loyal to their people can't expect loyalty in return. Companies that complain about employee loyalty have usually done nothing to earn loyalty, often routinely lying to employees, demanding sacrifices that are never rewarded, shunting them aside and casting them off in the name of good business. Tales from the Corporate Frontlines: The Responsibility for Job Security This article relates to the Job Security competency, commonly evaluated in employee satisfaction surveys. This competency evaluates how your employees view their job security within your organization. Top Ten Tips for Outstanding Customer Service Remember the 80:20 rule? You may not get everything perfectly right, but getting most right will be much, much better than the majority of your competition. These Top Ten Tips for Customer Service will get you well on the way. Leadership in Troubled Times Leadership in Troubled Times The first task of a leader is to keep hope alive. - Joe Batten Leading an organization can be challenging, even when times are good. Managing People - Why Is It So Difficult? Managing, supervising, being a team leader is the hardest job in the world and I'll tell you why. Imagine what it's like to drive a car. Importance of Just-In-Time Inventory System In today's competitive world shorter product life cycles, customers rapid demands and quickly changing business environment is putting lot of pressures on manufacturers for quicker response and shorter cycle times. Now the manufacturers put pressures on their suppliers. Don't Forget Where You Came from - Why the Past is Important in Implementing Business Change Much of the literature and advice on implementing business change focuses on knowing where you are going and making sure that you understand and communicate a consistent vision of the future. Indeed, I have looked at the importance of this in an earlier article in this series. Bullying and the Not for Profit Organisation Where there is people there is politics! Bullying is now a major workplace issue that has invaded our not for profit organisations. Take the following example. Business Innovation - Improvisation Creativity can be defined as problem identification and idea generation whilst innovation can be defined as idea selection, development and commercialisation.There are other useful definitions in this field, for example, creativity can be defined as consisting of a number of ideas, a number of diverse ideas and a number of novel ideas. Never Hire Anyone Dumber Than You Are! In a previous life I was a Navy Pilot. Great life, great people to be around. A Journey of a Thousand Miles You can't build a reputation on what you are "going" to do. Henry Ford Everyone procrastinates in their own way. Hire The Person, Not The Resume "? [get] the right people on the bus, the right people in the right seats (and the wrong people off the bus) and then [figure] out where to drive it." - Jim Collins - Good To Great"Hire the best staff you can find, develop them as much as you can, and hand off everything you possibly can to them. Do the People in Your Organisation Dress For Success? What really amazes me, with all the personal and professional development seminars people attend, from executives in corporate world, business owners and employees alike, very little investment has been made into the way they look .. The Do's and Don'ts of Giving Feedback Being able to give effective feedback is not just a good skill to possess in business, it is a great life skill to have. Because when you are masterful at giving feedback, not only can you help your employees to sustain continuously improving performance, you can also improve the performance of the baseball team you coach, the cleaning lady at home, or the performance of your own children on completing their chores. DIVERSITY is a BIG word -- With A HUGE Business IMPACT Second thought! Just in case. YOU or someone you personally know may fit the following picture of success which may carry too much risk for comfort. The Ivory Tower Syndrome "His cardinal mistake is that he isolates himself, and allows nobody to see him; and by which he does not know what is going on in the very matter he is dealing with. - Abraham Lincoln on his reason for relieving Gen. The Seven Cs: Partnership Danger Signs - Conflict Becoming the Norm - Part 2 A series of articles exploring the seven critical areas that can indicate a partnership is in trouble.Conflict Becoming the Norm - Part 2In a previous article, I wrote about how unresolved conflict can create havoc in your business and can often end in a failed partnership. The 70% Solution: Practical Testing and Version Control "What do you mean you need to push back the launch date?" Says the CEO. Says the CFO. Quick Tip - Effective Meetings Have a Complete Agenda Most agendas for a meeting look like this.* Budget* Payroll* Staff* Sales* VutszxtnSome people would tell me, "That's a perfectly good agenda.
|
| Article List | Index | Site Map |
|
All logos, trademarks and articles on this site are property and copyright of their respective owner(s).
The comments are property of their posters, all the rest is Copyright © 2006 CanadaSEEK.com - All Rights Reserved. |
