Better Hiring Practices Part 2

May 15, 2006

How to Interview and Hire Top People Each and Every Time
By: Gregory P. Smith

Step 3 -- Performance. Identify the knowledge, attributes, and skills the applicant needs for success. If the job requires special education or licensing, be sure to include it on your list. Identify the top seven attributes or competencies the job requires and structure the interview accordingly. Some of these attributes might include:

  • What authority the person has to discipline, hire, and/or fire others and establish performance objectives.

  • What financial responsibility, authority, and control the person has.

  • What decision-making authority the person has.

  • How this person is held accountable for performance objectives for their team, business unit, or organization.

  • The consequences they are responsible for when mistakes are made.

Step 4 -- People Skills.
The hardest to determine, as well as the most important part of the process, is identifying the people skills a person bring to the job. Each applicant wears a "mask."

A good interviewing and selecting process discovers who is behind that mask and determines if a match exists between the individual and the job. By understanding the applicant's personality style, values, and motivations, you are guaranteed to improve your hiring and selecting process.

Obviously many jobs, particularly sales jobs, require a high degree of people contact. By placing someone in this job who dislikes interaction with others would be a mismatch, affecting his or her job performance.

Pre-employment profiles are an important aspect of the hiring process for a growing number of employers. By using behavioral assessments and personality profiles organizations can quickly know how the person will interact with their coworkers, customers, and direct reports. They provide an accurate analysis of an applicant’s behaviors and attitudes, otherwise left to subjective judgment. The D.I.S.C. Assessment and the Personal Interests, Attitudes and Values are popular and useful tools.

Greg Smith helps create high performance organizations that attract, keep, and motivate their workforce. As President of Chart Your Course International he has designed and implemented professional development programs for hundreds of organizations globally. As a business growth consultant, he has helped business owners reduce turnover, increase sales, deliver better customer service, and reach long-term prosperity. Greg is published in hundreds of trade publications. He is also the author of Here Today, Here Tomorrow: Transforming Your Workforce from High Turnover to High Retention, the New Leader, and several other books. For more information, visit or call (800) 821-2487 or (770) 860-9464.

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