Tags |
|
|
Links |
|
|
Casual Articles - Get New Staff to 'Self-Select'
Well, we finally did it to ourselves. Our profession refused to police itself, much less exercise prudent lending practices; now the government (state and soon federal) will do it for us … plus …FBI Suspicious Activities Reports have tripled in the last couple of years, from 10,000 to 35,000. That is an indication that fraud is blooming in the business. One statistic from the FBI is that 80% of all known fraud cases involve somebody internal in the industry. F
Key Learning Point
--------------------------------------------------------------------------------
It’s important to get the right people into your organization, and it’s expensive to hire the wrong ones. Be creative with your recruitment and interview process. Take time at the start to help your best job applicants ‘self-select’.
Action Steps
--------------------------------------------------------------------------------
Look closely at your current recruitment and interviewi
Do you ever call your office to check the way your employees answer the telephone? If not, you should since the way a person answers the phone sets the tone for the conversation. A phone call often represents the first impression of your business and determines how you’re perceived within the marketplace.Greeting callers with a cheerful smile translates into an enthusiastic voice that permeates positive energy to exude a warm welcome. Conversely, a dull, m
If you want innovation, hire creative people. If you want aggressive sales results, hire those with an energized ‘can-do’ attitude. If you want to give great customer service, only hire people who will go the extra mile.
But how can you find such people in a market filled with so many resumes, retrenchments and retirees? How can you avoid wasting time and money hiring new staff, only discovering later they weren’t the right people for the job?
Well-designed job interviews can be useful; candid referrals may help. Personality profiles may also reveal who a person really is, and isn’t.
But here’s another approach that will save you time and money, though it is very rarely used: raise the bar during the recruitment process so job seekers ‘self-select’.
You want innovation? Run your recruitment advertisement upside down in the newspaper. (It will be the only one, and will definitely stand out!) Ask interested applicants to provide specific examples of how they do things ‘differently’ (and better) in their lives and in their work.
You want ambitious, aggressive sales staff? Arrange job interviews at one location, then leave a note taped on the door explaining that the location has been changed at the last minute to somewhere else. Include a short apology and a map, and request those still interested to come to a different building several blocks away. At the new location, leave another note, this time moving the meeting down the hall or up a few flights of stairs.
Now interview and select only those applicants who arrive energized by this process. Those who complain, are upset or exhausted won’t have the stamina to chase down sales leads and succeed.
You want to hire people who truly believe in great customer service? Conduct job interviews at 8:00 pm on a Friday night. When applicants arrive, ask them to help you pack a last-minute customer order before the interview begins. Then have someone call in (pre-arranged) pretending to be your customer. Help them patiently over the phone, delaying your interview by a few more minutes. Watch your applicant’s mood throughout this process. Hire only those who smile and nod with understanding as they see you giving extra-mile service.
The MGM Hotel in Las Vegas applied this approach in a fast and effective manner. They needed to hire hundreds of new staff in a short period of time, but thousands of job seekers applied. One-by-one the applicants were guided down a long hallway. As they approached a junction at the end of the hall, an MGM recruiter looked up from his desk and said in a plain tone of voice, ‘Hello.’
Applicants who responded with clear eye-contact, a warm smile and a positive tone were guided to the right side for immediate interviews and job offers. Those who responded with a blank stare or a flat tone of voice were gently guided to the left side – and out the door.
Key Learning Point
--------------------------------------------------------------------------------
It’s important to get the right people into your organization, and it’s expensive to hire the wrong ones. Be creative with your recruitment and interview process. Take time at the start to help your best job applicants ‘self-select’.
Action Steps
--------------------------------------------------------------------------------
Look closely at your current recruitment and interviewin
Recent studies have shown that industrial supervisors are working at less than 60 % of their potential. Basic management skills training is guaranteed to change all this and at such little costIntroductionThe word discipline has a negative sound as we immediately think of authority and punishment. However, there is another more constructive way to think about this, which we can call – POSITIVE DISCIPLINE.Positive discipline is all a
But here’s another approach that will save you time and money, though it is very rarely used: raise the bar during the recruitment process so job seekers ‘self-select’.
You want innovation? Run your recruitment advertisement upside down in the newspaper. (It will be the only one, and will definitely stand out!) Ask interested applicants to provide specific examples of how they do things ‘differently’ (and better) in their lives and in their work.
You want ambitious, aggressive sales staff? Arrange job interviews at one location, then leave a note taped on the door explaining that the location has been changed at the last minute to somewhere else. Include a short apology and a map, and request those still interested to come to a different building several blocks away. At the new location, leave another note, this time moving the meeting down the hall or up a few flights of stairs.
Now interview and select only those applicants who arrive energized by this process. Those who complain, are upset or exhausted won’t have the stamina to chase down sales leads and succeed.
You want to hire people who truly believe in great customer service? Conduct job interviews at 8:00 pm on a Friday night. When applicants arrive, ask them to help you pack a last-minute customer order before the interview begins. Then have someone call in (pre-arranged) pretending to be your customer. Help them patiently over the phone, delaying your interview by a few more minutes. Watch your applicant’s mood throughout this process. Hire only those who smile and nod with understanding as they see you giving extra-mile service.
The MGM Hotel in Las Vegas applied this approach in a fast and effective manner. They needed to hire hundreds of new staff in a short period of time, but thousands of job seekers applied. One-by-one the applicants were guided down a long hallway. As they approached a junction at the end of the hall, an MGM recruiter looked up from his desk and said in a plain tone of voice, ‘Hello.’
Applicants who responded with clear eye-contact, a warm smile and a positive tone were guided to the right side for immediate interviews and job offers. Those who responded with a blank stare or a flat tone of voice were gently guided to the left side – and out the door.
Key Learning Point
--------------------------------------------------------------------------------
It’s important to get the right people into your organization, and it’s expensive to hire the wrong ones. Be creative with your recruitment and interview process. Take time at the start to help your best job applicants ‘self-select’.
Action Steps
--------------------------------------------------------------------------------
Look closely at your current recruitment and interviewi
Wealth Networkers Take Effective Post-meeting ActionsYou’ve implemented the first two steps to Wealth Networking1a) Select the right events and 1b) Prepare for them2a) Be ready to initiate a conversation, 2b) Smoothly end the conversation and 2c) Create a meaningful card exchangeNow it’s time to begin the process of strengthening the relational connection that will lead to a long term stream of business and add to your
Now interview and select only those applicants who arrive energized by this process. Those who complain, are upset or exhausted won’t have the stamina to chase down sales leads and succeed.
You want to hire people who truly believe in great customer service? Conduct job interviews at 8:00 pm on a Friday night. When applicants arrive, ask them to help you pack a last-minute customer order before the interview begins. Then have someone call in (pre-arranged) pretending to be your customer. Help them patiently over the phone, delaying your interview by a few more minutes. Watch your applicant’s mood throughout this process. Hire only those who smile and nod with understanding as they see you giving extra-mile service.
The MGM Hotel in Las Vegas applied this approach in a fast and effective manner. They needed to hire hundreds of new staff in a short period of time, but thousands of job seekers applied. One-by-one the applicants were guided down a long hallway. As they approached a junction at the end of the hall, an MGM recruiter looked up from his desk and said in a plain tone of voice, ‘Hello.’
Applicants who responded with clear eye-contact, a warm smile and a positive tone were guided to the right side for immediate interviews and job offers. Those who responded with a blank stare or a flat tone of voice were gently guided to the left side – and out the door.
Key Learning Point
--------------------------------------------------------------------------------
It’s important to get the right people into your organization, and it’s expensive to hire the wrong ones. Be creative with your recruitment and interview process. Take time at the start to help your best job applicants ‘self-select’.
Action Steps
--------------------------------------------------------------------------------
Look closely at your current recruitment and interviewi
Check Out Your E-HabitsAnother week has ended. And, despite moving at the speed of light, you’ve once again barely made a dent in your more important goals or projects. Just about everyone wishes they had more time to focus on the really important things: Activities directly tied to job or key business objectives. Spending time with key people – at work and at home. Exercise. Fun.(Remember “fun”?)Intellectually anyway, we do understand the need to d
The MGM Hotel in Las Vegas applied this approach in a fast and effective manner. They needed to hire hundreds of new staff in a short period of time, but thousands of job seekers applied. One-by-one the applicants were guided down a long hallway. As they approached a junction at the end of the hall, an MGM recruiter looked up from his desk and said in a plain tone of voice, ‘Hello.’
Applicants who responded with clear eye-contact, a warm smile and a positive tone were guided to the right side for immediate interviews and job offers. Those who responded with a blank stare or a flat tone of voice were gently guided to the left side – and out the door.
Key Learning Point
--------------------------------------------------------------------------------
It’s important to get the right people into your organization, and it’s expensive to hire the wrong ones. Be creative with your recruitment and interview process. Take time at the start to help your best job applicants ‘self-select’.
Action Steps
--------------------------------------------------------------------------------
Look closely at your current recruitment and interviewi
1. Create a plan. This may sound like a statement of the obvious but far too many people go into business without one. You must have a plan or you will fail. That is a guarantee. If you fail to plan you plan to fail.2. Set goals and write them down. This is essential. In addition to this you must also read your goals daily. Make your goals specific, clear and achievable. An unwritten goal is just a wish. If you need help figuring out what goals are realistic a
Key Learning Point
--------------------------------------------------------------------------------
It’s important to get the right people into your organization, and it’s expensive to hire the wrong ones. Be creative with your recruitment and interview process. Take time at the start to help your best job applicants ‘self-select’.
Action Steps
--------------------------------------------------------------------------------
Look closely at your current recruitment and interviewing process. Does it identify job applicants who are truly aligned with your mission, values and culture? How can you change, improve or modify the process to quickly attract those you want, and easily decline those you don’t?
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.casualarticles.com/article/45571/casualarticles-Get-New-Staff-to-SelfSelect.html">Get New Staff to 'Self-Select'</a>
BB link (for phorums):
[url=http://www.casualarticles.com/article/45571/casualarticles-Get-New-Staff-to-SelfSelect.html]Get New Staff to 'Self-Select'[/url]
Related Articles:
Make 2007 Your Business' Fastest Growing Year Yet With Asset Finance
Telephone Prospecting The Easy Way - How To Warm Call
Bookmark it:
|