Hire the Right Person
Hire the right person.
Del Still, author of High
Impact Hiring provides the answers to a smart hire. Use
his exclusive 7 step process to hire right, sample forms and 175 sample
questions to ask
How can I tell if a applicant is lying in the job
There is a tried and true way to determine
if an applicant is lying. Ask the applicant to describe a work
experience they have had that is related to a specific job related skill you
are attempting to evaluate. As the candidate responds, probe for
detailed information. Be sure to take notes as the candidate responds.
Then say, "Who can I talk to in order to verify the information you
have just given me?" Be sure to contact this person as part of
your reference checking process. More tips below.
interviews quickly and easily with questions matched to the key requirements
for the job. Choose from over 600 interview
questions listed under 48 skills and abilities. Also included
are over 400 interview questions for 34 supervisory skills and abilities.
The 1,000+ interview questions include over 300 behavioral questions.
Use the Interviewer's
your opinion of having an applicant go through a timed
writing/problem-solving exercise and asking questions based on the
How should I use a
Would you recommend a structured
"In your book
"High Impact Hiring" you recommend using a behavior based interview. Why?"
How many questions should I ask in
How would I create questions to evaluate interpersonal
I was just hired as a supervisor and
will be interviewing soon. How can I come up with the right questions to ask?
What type of questions will tell me if a person is
What type of questions will tell me if a person is self
What is the value, if any, of
questions like; "If you were an animal in the zoo, what animal would you be?
I am currently
conducting a seminar on interviewing/recruiting. I need some examples of probing
thoughtfully and any other suggestions on that topic.
How should I start the interview?
Should I ask a question to help the person relax?
How do you stop an
applicant from giving run-on, rambling answers that don't answer the question?
How can I tell if a applicant is
lying in the job interview?
We have high turnover due to high level of "nasty"
customers we have to handle. What type of questions would be good in
determining what candidates are good at handling these people?
What non-verbal signs do you look for while interviewing?
recommend in your book (High Impact Hiring) informing the candidate they
can look at the notes after the interview. I was wondering if you
could just give me a few pointers on what notes to take?
questions are you allowed to ask the candidates' references as well as
what information references are allowed to give?
What would you
recommend as a practical means of scoring or evaluating interview candidates?
How do I tell an
applicant that they didn't get the job?