Managers.what are the best kind of people to have in your team?
can you tell at interview or do they sometimes show a different side when they start working with you?
Answer:
If you are good at interviewing you will ask the right questions to assess their skills.
I have found that people come prepared with answers but when you ask them to give an example of when they have displayed a skill they often can't. To me that means they can define a skill but probably don't know how put into practice.
Sometimes you have to go on instinct though. I have taken a risk on a few people and they have become my highest performers.
I think we've all had people who interview well but don't work out. The best advice I got was to hire for temperament - skills can be trained. People who want to work should be chosen over those with skills but questionable desire. People who want it more generally do better than those who don't care.
Good people cross boundaries. Two weeks into the job, he or she should have at least a few fans, and not just in his/her department.
Best of all, good people have a life outside of work, but it doesn't intrude too much on the work day. I don't want people to go home and think about work - that wears them out.
I have had the best luck with aggresive people. People that are nice during the interview are nice to have around but the aggressive ones get more done.
If they nudge you and are a little pushy to get hired you usually can tell they will work out. If they sit back and agree with everything you say and don't ever ask for the job I pass on them.
There is no silver bullet though. It's a gamble most of the time. Someone will look perfect during the interview but not work out. It's not a science.
i personally dont believe you'll know how someone really is untill they work for you then you'll know oyu'll know within the first month! the interview can tell u who u dont want in for sure but interviews ppl are fake so who knows!
An interview is like a first date. Both the interviewer and interviewee are putting forth their best side. Once the employee has been around a while, you will get to know the real person.
You can get only a first impression at interview. I used to get people back for a second interview if I thought they stood a chance in the job. If it was in a team role I would also briefly introduce them to the team and ask the team what they thought. It's important how peope interact together in a team.
I prefer people to be a bit confident at interview. The quiet ones who don't give much away are hard to gauge. I got it wrong with a few "quiet" ones who turned into nightmares as employees in the past.
Best people to have in a team depends on what you want. i.e. do you want a team player? or an ideas person? or someone who will finish the job? Check out Belbin's Team Roles for some more background on that. It's really helpful to do the questionnaire yourself to know what your own strengths are and what you can offer a team.
Hard working loyal professionals.
The best people are people you can work with. Remember when hiring, that qualifications, past experience and all other credentials are no good if the person cannot fit in with the people you have now.
Yes many people will show a certain side of their personality during an interview then slowly with time reveal more on the job. Remember too that you should not be making the full hiring decision during the interview.
The interview should be a part of the hiring process.
It starts with your evalutation of their CV, then perhaps a telephone interview, then the actual interview.
If you put new emplyees through an induction training, then their comprehension, retention & performance during the training should be part of your evaluation process.
And finally you can hire a person for the first 90 days on trial basis with all the benefits they would usually get but pending a final on the job evaluation.
If the interview is all you've got, it's going to be risky. But do look for signals other than their verbal answers.
Do they arrive on time? Are they dressed appropriatly? Ask them to write something down and observe if they came with a pen!! How is their handwriting? Is it at least readable? It's normal to be nervous but when you try to make them feel at ease do they settle down or find it difficult to unwind? I usually meet my interviewees outside my office & bring them into my office. After the interview I walk them all the way to the parking lot, chatting on the way. It gives me a chance to percieve their charecter outside the formal interview setting.
There are two kinds of job seekers: 1) motivated, i.e. unemployed, desperate for a job, and 2) window shoppers who already have a job. You can't pull together resources and people if you don't have the capacity for making other people want to contribute. The key people you hire on your team like being busy and feeling needed. Yet they can easily burn out and begin to resent the demands you place on their skills. Interviewing assets to look for in a team or a leader is a bias for action and a willingness to say "We can do it," coupled with a solid strategy. Execution and commitment are absolutely essential to any strategy or initiative in an era too full of plans, processes, and procrastination. The expression speaks to the need for individuals and teams to commit to goals and actions and be willing to be held accountable for them. There is a flip side that goes something like "No one is more apathetic than in the pursuit of another person's objective."
When working for you, recognize that some people are in the wrong job, and doing the work, because they want the attributes of the job. A doctor might be a surgeon for the prestige, but have no interest in people. Some are 'stuck' in a job they don't like because they cant get anything better suited to them. This may be due to a lack of the specific skills needed, a lack of initiative, or no job hunting skill. Others may work at the wrong job because of pressure to stay in 'the family business', or because they think a certain career is expected of them for what ever reason. Many people start a work history with the first job they can get and just stay in that industry forever.
People do best at the work that they enjoy doing. You, as a manager, have some control over the situation simply by how you manage. When you give a person the latitude to decide how to do their job, instead of micro-managing every detail of every task, they will do things in a way that is most enjoyable for them. The result will be a more productive, satisfied employee. You will have more time for managing the 'big picture' and will make yourself more promotable. You'll also be able to concentrate your time on the things that YOU do best too.
More importantly, be sensitive to the skills and interests of your employees as you hire them and assign them to jobs. Try to put people in jobs that suit them. Put the dreamer in charge of creative tasks. Put the detail-oriented individual on tasks with more structure. Don't put your introverted loner into customer service. Just think how much more would get done if people only did jobs for which they had the talent, and a real passion.
The answers post by the user, for information only, BAnswer.com does not guarantee the right.
Other Questions and Answers: