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Effective Interview Questions – Purpose
Effective interview questions are those that obtain facts to help forecast a candidate’s successful behavior on the job.
Characteristics of effective interview questions: they are easy to answer, there is generally only one answer, and each has a specific planned purpose in mind.
5 Types of Effective Interview Questions
Factual Examples: 1. How many prospects did you call on last week? 2. What percent did you lower accidents last year? 3. What CRM system do you use to manage clients? 4. What software are you certified in?
Candidate-specific Examples: 1. How did you manage the toughest deadline on the construction project? 2. How did you prepare for the presentation to your client? 3. How did you get up to speed on the AI technology at your company? 4. What was your specific responsibility in the warehouse?
Action Examples: 1. How did you build this year’s business plan? 2. How did you handle the last HR problem that was brought to you? 3. How did you get your last customer to add additional accessories? 4. How did you get all the team members to work together?
Situation Examples: 1. Explain in detail to me how you created the production plan. 2. How did you deal with the worst problem employee on your team? 3. How did you manage changes to the code during development? 4. How did you fit in the last company you went to work for?
Probing Examples: 1. How many people worked on that program with you? 2. How long did the program last? 3. Tell me your unique role on the program? 4. How did you achieve the key milestones of the program?
Using Effective Interview Questions
Remember the interview is the most telling part of the recruitment process. An interviewer using effective interview questions can gain insights about the candidate which can’t be gotten from a resume, application, tests, etc.
Use several types of effective interview questions to get a true sense for the applicant’s skill and personality through face-to-face contact.
Contact Flexicrew today to gain our expertise in questioning candidates to predict success for your open positions.
Holiday-staffing needs are an annual challenge for business. How can you improve the way you handle them?
Try these quick ideas to satisfy holiday-staffing needs:
Request employee assistance with tracking time-off requests. Also, let your employees know you are using this year’s holiday to plan for next year. This not only improves the data you’re gathering, but it also creates buy-in from employees. They become a part of the decision-making process to solve holiday-staffing needs.
Ask for all holiday time-off requests now from permanent employees. The more advance notice and leeway you have for staffing, the better. Again, let employees know why you need this information and how it helps you solve your holiday-staffing needs.
Look at the needs of the busy time or a time when many will be on vacation to see if permanent staff can fill new or different roles. This can sometimes be fun for employees, to get to do something different from their usual work.
If you’re unable to be at the desired staffing level, then identify appropriate ways to avoid disappointing customers. Let them know in advance what to expect.
Many organizations make use of temporary staff during the holiday season. For short-term solutions, perhaps to cover the Thanksgiving weekend or the Christmas and New Year’s weekends. Flexicrew can place skilled and qualified workers in your open shifts. We also can often find a last-minute replacement for a worker who abruptly takes off during the holiday season. We recommend for temporary or seasonal employees that you have a specific and detailed agreement and set of requirements. Include date and time commitments. If you know your busiest time, then require that all seasonal employees be available to work those days.
For those planning ahead with longer-term vacancies, Flexicrew can supply workers for three-months or longer assignments. Filling holiday schedules with seasonal workers offers the added bonus of staffing with workers who want to work the holidays. They may be alone, or in a new community, or just find it satisfying to be with other team members during the holidays.
Many organizations that want to avoid that annual hassle of holiday-staffing needs have turned to Flexicrew to handle all staffing requirements. We offer the advantage of a national search and an industry database of temporary workers.
With this year fresh in mind, give yourself a running start thinking about holiday-staffing needs for next year. But our best suggestion is to take notes now. Then set aside time to plan for 2019 holiday-staffing needs.
The holiday season can be stressful for HR and operations managers alike. With added holiday-staffing needs, consider this a time to deepen relationships with employees and customers by showing you care about meeting their needs … and that you value their consideration in return.
Interested in a meeting with us this fall? We can discuss how Flexicrew Staffing can help your business with temporary worker recruitment, temp-to-permanent, or direct hires.
Contact Flexicrew today for more tips or ideas on how to deal with holiday-staffing needs . We can help you to develop your plan and find your staff.
Some companies are moving away from using a performance review. The issue with these reviews is if they become the only or major source of manager-worker discussion.
A good performance review has 3 major pieces:
It should identify employee’s good behaviors and results the employee carried out in the previous time period. In addition, it should lead to improved results and increases in employee’ performance.
When the review is completed, both parties should be clear on and agree to the direction both will take going forward and expected outcomes. Moreover, it should schedule subsequent followups – kind of mini reviews. Measuring performance and giving feedback shouldn’t only be a once per year big event.
It’s true that loyalty results when the manager and employee form a partnership approach. An ongoing performance review process builds a relationship and connection between the manager and team member. It makes it easier for an open and honest discussion when a difficult situation arises.
Surveys point out nearly half of HR professionals don’t believe an annual performance review assesses employees’ work correctly. But, it’s even more unfortunate that over half of employees also don’t regard reviews as accurate. Likewise, almost 54% of employees don’t believe an annual performance review motivates their performance.
Managers can’t make this a one time a year review of results. So, follow-up after the review is critical. Feedback by both parties should be continuous to make the annual performance appraisal most helpful.
Interested in a meeting with us this summer? We can discuss how Flexicrew Staffing can help your business with temporary worker recruitment, temp-to-permanent, or direct hires. We cover technical, industrial or clerical areas. Feel free to contact us.
Contact Flexicrew today for more tips or ideas on creating change in your work place, . We can help you to develop your work team and grow your business.
Hiring organizations have no legal obligation to develop, maintain or periodically revise job descriptions. By the same token, there are multiple advantages and legal upsides that make that practice useful.
They are especially useful if they are carefully written, maintained and used.
They describe the key elements, specifications and functions of every job for employers. Formal job descriptions are the basis for setting expectations for positions. They reflect the skills and experience job candidates must have. They are also useful as a basis for performance appraisals.
Likewise, they provide benefits to other teams or individuals who interface with a certain position to know what to expect from that function.
Then, let’s define some important parts. For instance:
In other words, job descriptions are key details of every job, for every firm. We described how good ones perform many central functions. We also outlined how to write clear, concise and accurate job descriptions that define defined roles.
Also, have new-hires sign employment contracts. They should state that they have received their job specs, reviewed them, and agree what’s assumed in their role. This can better protect and inform both employer and employee.
Want to find out how to access Flexicrew’s broad network of skilled workers and professionals? Contact us today!
Or ask us to review your firm’s job descriptions.
A JSA – Job Safety Analysis – is the most common type of general safety preparation employers can take against health and safety hazards on the job. It is usually a simple form that structures a quick hazard analysis that field supervision can use every day.
A JSA should be done before you start a task, after an accident or near miss, and if a new condition or hazard presents on the job.
Good detective work! You may have just saved a life.