tailieunhanh - The Perfect Interview Question

Our Leadership IQ study of 20,000 new hires (reported in Fortune and Forbes) found that the number one reason why new hires fail is that they are not coachable. A high performance workplace is dependent upon employees that have the ability to accept and implement feedback from bosses, colleagues, customers and other key players. There is no point in investing time and energy in people who are not going to positively respond. Doing so is a time consuming and exhausting exercise in futility. Coachability is a universal issue, and there are four steps that will allow you to easily assess those candidates that have it, and those. | The Perfect Interview Question 2007 Leadership IQ The Perfect Interview Question by Mark Murphy CEO of Leadership IQ Our Leadership IQ study of 20 000 new hires reported in Fortune and Forbes found that the number one reason why new hires fail is that they are not coachable. A high performance workplace is dependent upon employees that have the ability to accept and implement feedback from bosses colleagues customers and other key players. There is no point in investing time and energy in people who are not going to positively respond. Doing so is a time consuming and exhausting exercise in futility. Coachability is a universal issue and there are four steps that will allow you to easily assess those candidates that have it and those who do not. Step 1 Make them believe you re going to talk with their previous boss. Begin by asking applicants for the full name of their present or most recent boss. Once you ve got the name . Kate Johnson confirm the spelling of the name Did she go by Kate or Katherine And how do you spell Johnson In doing this you create a situation where the applicant believes you re actually going to call their boss. And if they believe that they re much more likely to be truthful in their responses to the hiring questions you ask. Please note This whole process will not work if you don t confirm the spelling of their name. This little psychological twist is what makes this whole process so revealing. Step 2 Ask them to describe their boss. A simple way to do this is to ask Tell me about what Kate was like as a boss. The answer the applicant provides will give you some hints about what they re looking for in a boss. If they answer Kate was very hands-on and wanted regular updates and they say this with a snarl you can infer that this applicant doesn t like that style of management. Whether their response is positive or negative they usually won t give you a complete response. So follow-up with questions like Tell me about a specific example or

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