For Clients : Hiring Tools

10 Interview Questions
The following questions can provide a great start toward assessing whether a candidate is a good fit for a particular position. Keep in mind that with these types of questions, the more detail a candidate provides the better. Use follow up questions to get the candidate to be specific about the situations, the actions that they took and how the situations ultimately ended up. Questions can be tailored to lead into information that is specific to the role for which the candidate is interviewing.

1. What accomplishments/successes are you most proud of in your position? (Name the position)
2. What did you find most/least enjoyable about your position? (Name the position)
3. What were your expectations going into your job? Were they met? (If the answer is no, why not?)
4. What would your supervisor(s) tell me about your strengths, weaknesses and overall performance if I were to ask them? Describe the results of your last performance review.
5. Tell me about the best boss you have had. Now tell me about the worst boss. What made it tough to work for him/her?
6. What adjectives best describe you? (Follow up by asking for examples of where these have come into play in the performance of their job.)
7. Describe a problem situation(s) you have encountered and the steps you took to resolve it. What was the final result?
8. Describe a team project you participated in, your specific role and the result.
9. Describe the characteristics you are looking for in an organization that would make it a good fit for you.
10. What is important for me to know about you that we havent already discussed?

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10 Non-Monetary Ways To Retain Your Best People

1. The number one cause of turnover is limited recognition and praise. Create an environment where promotions are the result of performance. Find creative ways to recognize employees such as written notes or short meetings with the only reason to recognize performance.
2. Encourage employee input. Studies show increased commitment increases a sense of involvement and ownership within the organization.
3. Teams get more done than individuals. Build teams and recognize team leaders and key contributors. Loyal bonds between employees will decrease turnover.
4. An environment that encourages new ideas and innovation is critical. Listen openly to new ideas and look for opportunities to implement them. People that feel stifled will look for a more receptive audience.
5. Challenge your employees. Talented people want to learn and grow. The best companies and the best bosses are the ones that aid in helping people realize their goals.
6. Get rid of bad apples as quickly as possible. Bad attitudes and weak performance undermine everyones performance. Your best people will see this as a reflection of the company and of leadership.
7. Show interest in your employees personal life. People need to be cared for as people not just as employees. Attend that wedding or ask about the daughters track meet.
8. Hold meetings only when necessary. Non- productive meetings are a top complaint of the best performers. Lazy people love meetings.
9. Humanize your leadership team. Admitting your mistakes and offering apologies will instill an environment where people take responsibility. They will also forgive mistakes.
10. Invest in the future. Dont place all your attention on underperforming employees. Be sure youre supporting, encouraging and rewarding your best performers.

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