By Harvard Business School Press
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Additional info for Hiring and Keeping the Best People
It also favors individuals who are naturally “fast on their feet” over others who process and respond to information in different ways. Nor is this method useful in testing motivation, leadership, or a person’s ability to work with others. For these reasons, Raffoni urges that case interviewing be used in conjunction with traditional methods. Hiring Based on Embedded Personal Interests The previous chapter discussed the importance of identifying the “personal characteristics” that a candidate needs to possess in order to fulfill the requirements of any given job—characteristics such as motivation, intelligence, and interpersonal skills.
They derive satisfaction from workplace relationships, but they focus much more on outcomes than do people in counseling/mentoring category. Beyond the Hiring Basics 47 For this life interest, look for people who like to motivate, organize, and direct others. Enterprise Control These are the people who like to be in charge, whether it’s their high school class or a division of a corporation. They are happiest when they have decision-making authority over their little piece of the universe. How do you spot them?
To identify people with this particular interest, look for individuals who are intrigued by cash-flow analysis, methods for forecasting sales, and other numbers-based activities. If a market manager is more Beyond the Hiring Basics 45 TA B L E 2 - 2 Category 2: Working with People Counseling and Mentoring Managing People and Relationships Examples: Examples: • coaching • managing others to accomplish business goals • training • directing • teaching • supervising • helping • leading and inspiring others • drawing people out • selling • supporting • negotiating • providing feedback and advice • motivating interested in the analysis of customer data than in what’s said in a customer focus group, he’s probably a quantitative analysis person.