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Hiring Tips(From the March 1997 issue of Demolition, published by the NADC)
By Ronald B. Dokell
A good employee is the best investment one can make and a bad one may be the worst. One of the problems is that we interview persons about their past experience, how they come across in conversation and then decide whether or not we want to put them on our payroll.
What we do is find ourselves hiring on talent (the skills that they tell us they have) and then firing on culture (they don't "fit" into the organization). My best example is that if you ever go to work for a company and your first day there, all everybody talks about is bowling, the bowling team and who bowled what. If you don't bowl find another job, you will never be happy. Listed below are some additional questions you might use to help in your interviewing. The goal is to ask rather specific questions. It is easier to evaluate the answers that way.
1. What did you like best about your last job?
2. What did you like least about your last job?
3. What made you leave your last job?
4. If you could have suggested some changes to management at your last job, what would you have suggested?
5. Describe the best boss you ever worked for and why.
6. Describe the worst boss you ever worked for and why.
7. What do you feel is your greatest job skill?
8. What job accomplishments have you been most proud of?
9. Tell me about the ups and downs with your health for the past few years.
These are questions you might add to your own interviewing techniques and help you to make the right decision the first time. There is nothing more aggravating than hiring an employee, whether it's someone to answer the telephone or a head estimator, and then realize that you just can't work with that individual.Ron Dokell is past president of Olshan Demolishing Company and currently is president of Demolition Management Consultants, a demolition management consulting firm.