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Part II - How I Hire: Focus On Personality

How To Hire For PersonalityWhat wasn't discussed in the lively and active discussion here: was the signals a Company sends to potential employees and how those signals affect the quality of candidates. We've all read the "canned" job descriptions that look like they were written by throwing random requirements together that have nothing to do with the roles in which we are seeking. Or job requirements that are clearly wrong for the role because they aren't even correctly used. Or one of my favourites; having high-end employees (sic Senior Management/C-Level Employees) fill out job applications meant for the shop floor. Or better yet, having these same potential employees jumping through hoops in the application process. What do you think? Are these few examples (and I'm sure you can provide a bevy of additional ones) telling you, the potential employee to "stay away"?


Topic Expert
Christie Jahn
Title: CFO
Company: Prime Investments & Development
(CFO, Prime Investments & Development) |

I absolutely think it can have an impact good or bad. Same with training. We are in the process of doing a complete overhaul of our training process. The problem with yours was after we continued to grow you had store managers training sales associates and all training differently. We heard complaints of sales employee's sitting in front of a computer for 8 hours reading material. Who wouldn't be bored to death!? People need interaction, periodic checks to ensure they are understanding the material and feedback along the way.

Our new method looks amazing and I can't wait to see the first candidates go through the process.


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