Your Federal Quarterly Tax Payments are due April 15th Get Help Now >>

Interviewing Secrets by jxr17653

VIEWS: 6 PAGES: 10

									 Interviewing Secrets: Four Ways to Gather Powerful
          Information from your Candidates
Recruiting; the “R” word. For many business owners and managers, there
is much pain and frustration associated with hiring and for good reason;
vast amounts of time, money and energy can be invested with very little
return…if any. It’s a well-known fact that a company is only as good as the
people it hires, which means that good people are a lava-hot commodity. A
phrase you’ll hear from nearly every business owner is, “We’re always
looking for good people.” The reality is there’s a huge difference between
looking and knowing how to look.

In this report, we’re going to do things a little differently; we’re going to
share inside industry information that few people know about from a
different industry; the professional search realm. We’re going to expose
some of the highly-guarded trade secrets from the most effective recruiters
on the planet; professional recruiters or Headhunters. At Apex Training, we
help our clients to become highly successful, and since the recruiting of top
people has held many of them back or they’ve asked for pointers about
hiring, we felt it would be wrong if we kept this powerful information private
that we acquired from an outside source…so, here it is.

There’s a reason why headhunters are paid fees of $15,000 to over one
million dollars for a single hire…they’re worth it. In this report, you’ll be
exposed to some of the hush-hush issues that go on behind corporate
doors. They say that “Knowledge is Power” and whenever you interview a
candidate, you gain a powerful opportunity to gather valuable information
that will be extremely useful to you. There are four types of information you
can gather. You can…




                                                                     
   1.   Learn about the candidate
   2.   Learn about other prospects
   3.   Learn about his employer
   4.   Learn about his past employers

In this report, we’ll share tried-and-true questions that can pull the answers
you’re looking for from your candidates. By doing so, you’ll not only be able
to determine if a candidate is a fit for your company, but you’ll also learn
how to build a recruiting network that you can access whenever you need
to hire quality people. Most importantly, you’ll be able to expose the inside
scoop about your competitors to give your company an incredible edge to
strategically position yourself ahead of the pack. In other words, in order to
beat the competition, you have to know the competition.

Before we delve into the questions, here are a few tips to make the most of
your interviews:
  • Know your material. During an interview, topics can randomly come
      up and shift direction quickly, therefore, you need to be “quick on your
      feet” in order to gather information you’ll find useful. Make sure you
      know your interviewing questions and your agenda well. All too often,
      interviewers focus on the questions they’ll ask next and forget to
      listen closely to a candidate’s answers.

   • In order to produce quality answers, ask questions in a relaxed,
     casual way to keep candidates from feeling like they’re being
     interrogated, which is easy to do if you’ve got a long list of questions.

   • Since we want to gather quality information, as well as get an
     accurate “read” on our candidates, understand that most prospects in
     this industry are generally inexperienced at interviewing; many are
     very nervous. When you meet a candidate, warmly welcome him.
     Offer him something to drink and a place to sit. Ask him about his trip
     to the company and if he found it easily. Ask him about his day;
     anything to get his mind off of the interview to help him relax.

   • Enjoy your interviews; have fun with them. Oftentimes, interviews can
     be as depressing as a wake. If you have a great environment and
     culture; one that’s inspiring and motivating, share that same level of
     enthusiasm during your interviews because as you’re evaluating a


                                                                     
      candidate, he’s “sizing you up” as well. Interviewing is a two-way
      street and an interview will give a candidate a strong indication of
      what it’s like to work for your company. Another powerful benefit of
      keeping an interview lighthearted is it will test a candidate’s level of
      professionalism. If he can remain professional and focused in a less
      pressured interview, he has integrity, character and respect.

   • Always keep in mind the number one sought-after personality trait the
     most successful companies hire for, which is: Is the prospect nice?
     Remember that people like doing business with nice people. If you’re
     interested in making vast amounts of sales, building a strong
     company image and living a less stressful life…hire nice people.




  • The Candidate’s Interests
How long have you been there?
What motivated you to work there in the first place?
Why are you looking for new employment today?
What could your manager have done differently to make you stay?
What could the company have done differently to make you stay?
How do you think a company should be run?

    • A Candidate’s Motivation and Eagerness to Advance
Did/does your company offer training?
What kind of training did you receive?
Was the training worthwhile?
Do you feel that you are about “all trained out?” That you’ve got all the
training you need?
If you could receive better training, what would you be interested in?
Are you happy with your career?
Are you as successful as you need to be?
Is there anything lacking or holding you back?
What must be done to fill the void?




                                                                      
   • General Information
Tell me about the company you work for.
Are they busy?
How many trucks do they have?
Do they have nice vehicles?
How many service techs work there?
Do they have quality, up-to-date equipment?
Do they offer uniforms?
Do they offer benefits? If so, what are they?
Do they have training?
Did you have an apprentice or a helper?
Who were you working for before this company?

   • Marketing
Are their phones busy? If not, how did/do you stay busy?
What are/were they doing to get the phones to ring?
Were you ever sent home early because there was no work?
Do they ever advertise on TV or the radio?
Is most of their advertising done in the Yellow Pages?
Do they have a website and did you get many calls from it?

    • Management
Do you have a service manager or is the owner managing the techs?
What is your manager like?
Is he goal oriented?
Is he motivating the employees or yelling at them?
Is he “playing favorites” and giving higher paying jobs to certain techs?
Did you feel he is more concerned with his own success than yours?
Does everyone (all the other techs) feel the same way?
Are the other techs as motivated as you are to find new employment?
If you were the manager, what would you do differently?
How should the company conduct business?




                                                                      
Now that you’ve uncovered information about his company and who he has
worked for, you can find out who he knows. It’s best to ask for names
AFTER you’ve learned about a candidate; otherwise, he’ll think you’re only
interested in gathering names and not in hiring him and he’ll shut down.
Here are some questions to pull names from candidates:

So, you said there are four techs in your company, who is the highest
producing tech? (He may say himself, but he may not be telling the truth,
follow with…) Who is the second highest producing tech? Who’s the next
highest producing tech? Are there other techs that are unhappy like you?

Here at our company, our number one goal is to make sure our employees
are highly successful and it all starts with hiring the right people. Therefore,
we take hiring seriously and we call on references. Who are the other techs
you work with? (Get names first) And, what are their cell phone numbers?
(Some companies have job applications that ask for this information, but if
a candidate shows great interest in your company, a verbal approach can
produce better results. You’ll also be able to ask specific questions about
the techs to get background information on them.)

You said you worked at ____ Company, I think I talked to someone from
there, who did you work with over there? Was he good? Do you know if
he’s still there? Where is he now?

You mentioned you are taking a night class, what is the class like? Are
there some sharp guys attending the class or just run-of-the-mill types?
Have you met anyone you consider good? What is his name? What
company does he work for?




                                                                       
One thing you can ALWAYS count on when recruiting is that people love to
talk about themselves and when you call on references, you’ll be able to
capitalize on this trait. Always start a reference call with your agenda;
you’re looking for information about candidate X. After you’ve accomplished
your initial agenda, now you can gather information on your new prospect.

So, he tells me you’ve been with the company for awhile, how do you like
it? Are they keeping you busy? (Listen closely for any emotions!)

In many cases, a reference prospect will be evasive about opening up.
Therefore, you need to bring out the “big guns” and the following question
will usually open up the most stubborn prospect:

Let me ask you, you’re a sharp guy, if you were presented with an
opportunity, one that you would consider to be a great one, what would that
be? How could you improve on what you currently have?

One of the most unproductive statements made to happy employees is,
“Well, if you run across anyone good, please tell them about our company!”
Does anyone honestly think they will? If they find a great candidate, they’ll
keep them for themselves! Timing is everything when it comes to recruiting
and if an industry is in a slow season, you can say, “I know right now there
are many companies struggling to stay busy, do know anyone working for
companies like these? Is there anyone you know that you’d like to see in a
better position?” Chances are good if “things are slow” they won’t be able
to hire the candidate themselves and if they are close friends, he’d rather
see him get a better opportunity, than to watch his friend suffer.




Having great questions to ask is one thing, but interpreting them is another
and to maximize your efforts, it’s important to listen to and evaluate their
responses. The following are guidelines for specific questions listed above
to expose critical information about a candidate and his personality.


                                                                     
How long have you been there? One important aspect to understand when
interviewing in this industry is that very few companies are top-notch and
candidates tend to move around. This can expose two types of candidates;
1) the Nomadic types and 2) those who seek better companies to work for.
Either way, they’ve been inside your competitor’s companies and have had
the opportunity to meet other techs. On the flipside, if a tech has been
employed for a long period of time, he’ll know who has come and gone
during that time and possibly where they’re now employed.  

Why are you looking for new employment today? This is a great question
because it can tell you about a company’s current state, which can lead to
a powerful recruiting opportunity. We’ve all heard the expression, “Rats
fleeing a sinking ship.” This is exactly what happens when a company has
pay cuts, doesn’t pay bonuses, can’t make payroll, takes away benefits or
is about to shut its doors. If you run into this type of situation, strike while
the iron’s hot because this incredible recruiting opportunity will soon be
gone. If you can recruit a top candidate quickly, he’ll tell the others and
they’ll all move over together.

When you recruit, always remember these two golden rules:
   1. It’s nearly impossible to recruit a happy employee.
   2. If a company doesn’t take care of its employees, someone else will.
Therefore, you’ve got two different scenarios, prospects who are not
looking to move and those who are, but in either case, everyone knows
someone and their information can lead to great candidates; you simply
need to ask the right questions.

How do you think a company should be run? His answer will reflect the way
HE conducts business.

Do you feel that you are about “all trained out?” The correct answer would
be, “No, you can never have too much training.” If he says, “Yes,” drop him.
No matter what industry you’re in, training is a vital part of a candidate’s
success as well as his value to a company. This question offers a subtle,
yet powerful way to expose a candidate’s willingness to improve and learn.




                                                                       
Is there anything lacking with your career? What needs to be done to fill the
void? These questions not only expose a candidate’s willingness to raise
the bar, but they also indicate their desire to seek new ways or methods for
creating success.

Tell me about the company you work for. Are they busy? If a company isn’t
busy, chances are good the other employees aren’t happy and this offers a
great recruiting opportunity to gain additional candidates.

Do they have nice vehicles, supply uniforms, have great benefits, have top
pay and offer quality training? Like the previous question, these topics can
also determine if the other employees are happy or not. By using questions
like these, you can expose the pain a candidate might be feeling. When it
comes to recruiting, the more pain, the more motivated they are to
make a move. Always remember that pain can be the greatest motivator
for seeking new employment.

Is your manager motivating the employees or yelling at them? One of the
greatest advantages of recruiting in this industry is the lack of quality
managers. Find a company with a lousy manager, and you’ll have a steady
flow of great candidates. We’ve all heard the expression “revolving door
company.” The culprit is usually a poor manager.




One of the most important “golden rules” of recruiting is: Good people are
working. Since we know that timing is everything when it comes to locating
and hiring top talent, a question often asked by owners and managers is,
“Do you know anyone looking?” This is probably one of the most
unproductive questions asked and the reason is good people are working;
they’re not out pounding the pavement. If you’ve ever placed an
employment ad, you know this to be true because every undesirable
candidate will come out of the woodwork knocking on your door. The truth
is top candidates know who the top companies are and they’ll make contact
without ever picking up a newspaper. Therefore, it’s in your best recruiting
interests to make contact and establish relationships with top people
BEFORE they make a move.
 


                                                                     
When it comes to recruiting, just about any conceivable idea to find talent
has been tried. Everything from walking onto jobsites or waiting in the
parking lots of supply house to meet prospects to running bogus giveaway
contests at supply houses to get entry forms with the personal information
on technicians. Some employees working for supply houses have even
been bribed by business owners to deliver names and contact information
for top technicians that frequent their shops. The bottom line is many
companies find it difficult to hire quality people and many will do what they
feel is necessary to get the job done; no matter how unethical it may
appear in the eyes of others.

For some, this report will offer new ideas to interview candidates better and
gather vital information to gain a competitive advantage. For others, it will
act as a guide to safeguard confidential company information from prying
eyes. The plain and simple truth is if your current recruiting methods are
not producing quality candidates, a different approach must be taken;
otherwise, you’ll continue to encounter challenges. As they say, “If you
continue to do what you’re doing, you’ll continue to get what you’re getting.”



          Did you find this report informative?
If so, please forward it to others who may benefit from it!

Here are additional links for more great [Free] information!

Free Training Session: Watch a complete training session on us! It’s
our gift to you for spreading the great news about our powerful training
system.
http://www.apextraining.org/training/training.html

Free Videos: If you’re looking for fresh and creative ideas, these
inspiring and motivating videos will get your creative juices flowing!
http://www.apextraining.org/goodies/freshperspective.html

Free Reports: For additional reports like this one, click on the link.
http://www.apextraining.org/goodies/freereports.html


                                                                          
Free Articles: Get the latest scoop about what’s happening in the
industry. You’ll find insightful and creative views, ideas and strategies for
the progressive contractor!
http://www.apextraining.org/goodies/articles.html




                                                                     

								
To top