Simple,Tips,For,Conducting,Suc business, insurance Simple Tips For Conducting a Successful Interview

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Normal 0 false false false 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-parent:"";mso-padding-alt:0cm 5.4pt 0cm 5.4pt;mso-para-margin:0cm;mso-para-margin-bottom:.0001pt;mso-pagination:widow-orphan;font-size:10.0pt;font-family:"Times New Roman";mso-ansi-language:#0400;mso-fareast-language:#0400;mso-bidi-language:#0400;}Unfortunatelyover recent years, our society has become very litigious regarding employmentrelated issues especially ones over questions asked at a job interview. Itsalmost as if you cant ask anything about a candidate for fear of being taken tocourt. As a manager or business owner, you have no choice but to conductinterviews with potential candidates if you have positions to fill. Mostcompanies have an interview guide which contains a set list of questions to askas well as an objective criterion. Use it! No doubt the company has spent agreat deal of time and money on it so that they can safeguard themselves fromany litigation which may arise. If your company or business doesn’t have one,write one but get it checked by your HR department first before you begin touse it. It will show your manager that you have initiative and take your rolevery seriously. If youdon’t already, know your company culture and select candidates accordingly. There areright and wrong questions to ask. At all costs, avoid questions about age,race, country of birth, religion, sexual preference, disability, if they havefiled for any workers compensation claims, how many days were they off sicklast year, did they sue any of their previous employers. Never ask a woman forexample about her husband, children or if she plans to get pregnant soon. All thesetypes of questions can and have been interpreted as discrimination. Before youcall a candidate in for a face to face interview, screen them on the phonefirst.Dont waste your valuable time in a face to face interview with someonewho is clearly not suitable for the role. You can generally tell if the personis interested or suitable just by a brief conversation over the phone. Never EVERgive any sort of long term assurance that if they get the position, they canstay forever if they do a great job. This can be taken as a verbal contract andit would be up to you to prove that they didn’t do a good job. Very messy and costlyso avoid like the plague. Hear whatisn’t said. Body language says a lot about what a person really thinks. Youdon’t have to be a body language expert. A few simple things like, what sort ofhandshake did they give you? A limp one, which usually means low self esteemand indifference or was it a firm handshake which means confidence? What abouteye contact during the interview? Were they looking down, at a point over yourshoulders or staring at you? All those generally mean they were not truthful aboutwhat they were telling you. Things like a slouching posture while sitting, legscrossed over one knee and hands crossed behind their head are usuallyaggressive signs. While I conducted interviews, I kept an eager eye out forthose types of signs. The way aperson dresses tells you a lot about their suitability too. If a malecomes     with a briefcase polished shoes, cleanshirt and tie and a freshly dry cleaned suit, thatequals a solid professional look. If a female comes in a business suit or dress,light make up and not wearing too much perfume that would know a bird out ofits nest in the park across the road, then that’s also a solid professionallook. If a person walks in with dirty fingernails, scuffed shoes, messy hairand the list can go on; would you hire that person and put them in front ofyour customers? I don’t think so. I had guys turning up for interviews who looklike they hadn’t slept all night, unshaven, their breath smelling of alcohol,crumpled jackets and white shirts that were yellow around the collar. Likewisewith females, some turning up looking like they were interviewing for that poledancing job around the corner. Ah yes, you get all sorts. If you areresponsible for hiring staff for your department, then you have to make sureyou hire the right candidate for the job. If you have to interview the sameperson more than once, so be it. Its best not to hire a person who’s notsuitable in the first place than try and get rid of them once they have beenhired. It’s a waste of your time and the company’s money and it makes you lookvery incompetent to your manager.