Digg This
Talk Back
Post a Comment
|
||||||||||
HousingZone Most Popular Stories
- International Residential Codes Available Online
- Growing your remodeling business in the current economy
- 2008 Remodeler of the Year
- Develop Land Or Buy Lots? Home Builders Face Dilemma
- ProBuilder Product Report: Kitchen Appliances
- What Can You Recycle?
- A smaller home can still be beautiful
- Wood vs. Engineered Lumber
- Myths and Facts About Automatic Fire Sprinklers
- How to Use Percentage-of-Completion Accounting
The 1st 'Visit'
Bob Piper, Principal, The Talon Group
July 1, 2003
Professional Builder
 |
 |
| Bob Piper, Principal, The Talon Group |
|
Know the job and the success indicators. Create a specific "success profile." Look for those successes in candidates.
Warm-up (5-10 minutes). Successful interviewers operate in a relaxed manner. A rigid approach hurts rapport. Explain your plan for the meeting at the outset to establish control of the process, set expectations and save time.
Information gathering (30-45 minutes). Your mission: Understand the candidate. Don’t evaluate. Find out what candidates accomplished, how they did it, who they did it with and why. Take notes.
Questions (10-15 minutes). The things we learn from questions! One candidate might ask about work hours, another about customer survey scores. The first person wants a job change, the latter a career move.
© 2009, Reed Business Information, a division of Reed Elsevier Inc. All Rights Reserved.
Closing (5-10 minutes). Explain next steps. Thank candidates for their interest in your firm. Make sure they leave feeling important. You gain little if they leave without a positive impression of your firm.
