Will your next hire take your company to the next level or cost you lost sales, profits and customers?
Hiring the right person for any job is a challenging task, at best. Un fortu nate ly, there are no magic wands or secret potions to help you master this skill. But there are a num ber of prov en concepts, procedures, and tech niques that can substantial ly improve your chances of making the right hiring deci sion.
Hiring the right person is impor tant because your ultimate success as a manager depends on your ability to attract and select highly effective peo ple. If you don’t have effective peo ple, it’s next to impossi ble to achieve supe rior results.
If you’re a business owner, executive or sales manager who’s responsible for hiring a high performing sales team, you must mas ter the skills of interviewing and se lect ing. Like the skills an airline pilot must mas ter for crash-landing maneu vers, these skills are not called upon that frequent ly. But when they are, you and the pilot must perform flaw lessly. If either of you don’t or can’t the results are about the same. . .you both crash and burn.
To meet the challenge of select ing individuals who will be success ful, we have designed the Perfor mance-Di rect ed Selection System. This is a com prehensive, flexible, and prac tical sys tem designed to meet most comp anies’ complex needs.
The system is designed around two basic concepts:
- The best predictor of future job suc cess is past perfor ma nce. With the system, you will be able to elicit and eval uate ap propriate perfor mance data from candi dates. Then you will be in a good position to match each candid ate’s per for ma nce data with the re quire ments of the job.
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Successful selection has equal parts: Objective- Can the per son do the job? And, Interper son al-Can you man age this per son?
The Performance-Directed Se lec tion System will help you accom plish three things:
1. It will help you insure that the final candidates have the skills, knowl edge and attrib utes (Crit i cal Job Di men sions) that you are look ing for.
2. It will help you establish the can did ate’s interest and moti va tion for the job.
3. It will help identify which can di date you are best suit ed to man age.
The real bottom line to this ap pro ach is that you will know what capa bili ties your potential employees have and what you need to develop them into high performers. By fol lowing the steps outlined in the Performance Di rected Selection System, you will know what areas to emphasize in train ing; and you will also know the relative risks and demands inherent in manag ing the candidates you select.
The Performance Directed Interview is based on proven best practices that have consistently produced results for companies of every size including: Amgen, AMS, C.R. Bard, DeVry, Chrysler, Clarke, Genex, Harrison Printing, Triple I, Telecommunications Inc, Waste Management and others.
How to Conduct Performance-Directed Interviews
TABLE OF CONTENTS
Introduction
The Personal Interview
Questioning Skills
Listening Skills
Red Flags and Biases
Tips for Conducting Effective Interviews
Interviewing Tools:
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Ideal Candidate Profile and Interview Guidelines
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Interviewing Guide
Sales Simulations
Team Interviews
Making the Final Selection
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