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Post by anthonytaormina on Jul 23, 2013 13:47:56 GMT -6
Alt link 86: INSTANT MBA: The Companies That 'Go Out And Try To Hire Big Names, They Don't Do That Great'
The idea of hiring big names to win it professional sports actually can payoff, just look at the world champions miami heat. However, in business that is not the case. If you invest in your employees then they will grow loyal to your company and in turn produce for your company.
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Post by scotthunt13 on Jul 24, 2013 8:51:50 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
It's important to not turn someone away just because they don't seem to fit your need on paper. You'll truly never know what someone is about until you talk to them and get to know them on a more personal level. A lot of businesses don't even give people a chance to come in for an interview because they might not have enough experience or the preferred education but that doesn't mean he/she cannot contribute in other areas of the company. All that we want, especially people looking for a job after college, is a shot to show what we can do.
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Post by melissacantrell on Jul 25, 2013 12:02:35 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
Today businesses will not even give someone a chance if they are not perfect on paper. Not everyone worthy of a position with your company is going to have a perfect resume. Perhaps they are fresh out of school and lack experience, on the other hand, perhaps they have lots of experience but lack formal education. If you write off both of these candidates based off of a piece of paper, you could be missing out on your next all-star employee. I think it is more important to take the time to interview those with less than perfect resumes, and this way you will learn much more about the person, rather than a snap shot of their schooling and work experience.
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Post by cmbrogan on Jul 25, 2013 13:20:40 GMT -6
Hiring good employees and giving them opportunity to train and further develop themselves is important for the foundation of a successful business. Providing employees with training is going to build their jobs skills and confidence in themselves, which will be extremely positive for the growth of the company. By increasing employees confidence in themselves, it will allow them to want to take on more task and responsibility.
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Post by shebilemoine on Jul 25, 2013 19:43:36 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
I agree with hiring people who aren't considered to be "perfect" for the job. Some people who look good on paper sometimes don't perform as well as expected. Sometimes some people who look bad on paper perform better than a person who looks good on paper. For example, I personally know someone who has dyslexia. Their resume may not be considered perfect but they are good with their hands. They are the type of person that you can show how to do something one time and they get it right. This person attempted to go to vo-tech but couldn't pass the classes, yet they are now working in a plant being successful. Their employer took a chance and succeed with the risk of hiring someone who looked bad on paper.
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Post by hayleymcglothren on Jul 25, 2013 22:27:41 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
I agree with most of this article. A company should be open to possibilities not originally planned, but should also continue to plan ahead for the kind of person they would like to hire. Maybe you shouldn't instantly judge someone just because they don't fit the qualifications you wanted, but not having any expectations set can really lower the bar for the type of person you wind up hiring.
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Post by jacobthompson on Jul 26, 2013 9:58:32 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
Weird article but I get what the author is trying to say. There may be no perfect person for the job you’re trying to fill, so stop hurting your business by potentially passing up someone who could have done an even better at that particular job. Also, if you’re having a difficult time searching for a particular person, hand the task off to someone that you trust will make a good choice, and let them hire the person. Sometimes, even you can’t trust yourself.
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Post by kayminix on Jul 26, 2013 13:47:50 GMT -6
INSTANT MBA: When interviewing Job Candidates, Stop Looking For Mr. Right
While it is important that people have the right qualifications on paper, I think that if you leave it in black and white and leave no room for grey area, you can miss a big opportunity! People sometimes look great on paper but can be terrible when it comes down to actually performing the job. On the opposite end, someone who may not have as many qualifications may have an outstanding learning curve and can be a major asset to your business. It's very important not to look for Mr. Right!
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Post by gabrielle on Jul 27, 2013 13:40:58 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
This article gives good advice- it's good to have a set of characteristics you look for in an application and interview but it's better to take some chances and interview someone who is unconventional because that person could end up being the unexpected perfect fit.
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Post by leannthompson on Jul 28, 2013 14:10:18 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
It does not matter if you hire the someone who is an exact match on paper, if he/she does not have the personality or moral that flows with the company's work culture that person will eventually cause the company to lose revenue. The person can bring down the morale of the other employees, which will cause a great divide. It is important to choose the best candidate that has the skills, but also has the personality for your company. Technical skills can be taught, but you cant change a personality.
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Post by csummers on Jul 28, 2013 22:13:19 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
From my own experience with state government, and the “good ole boy” hiring practice which is still alive today, there are narrow guidelines for what managers expect from potential candidates. Most of the time, someone is hired before they are “hired”. If one is lucky to get an interview, the managers in on the interview have such a closed-minded picture of what is needed for the job. If Civil Service was able to relax some of the specifications, and make hiring and interviewing more transparent, I believe it would help the view from the public and other employees.
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Post by kcarson7 on Jul 28, 2013 22:42:55 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
These articles are most valuable to me, seeing as I'm going into Human Resources, and my career will likely revolve around hiring people. The advice in this article says not to focus too narrowly on one type of employee to fill a position, rather look for someone who has the ability and is willing to learn how to better themselves and become the perfect person for the job. Being too narrow minded when looking for employees can only hurt the company in the long run, because they are often more expensive for the company, and aren't as willing to learn.
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Post by grober86 on Jul 28, 2013 23:07:23 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right
Do not turn someone away just because they don't fit what you want on paper. Interview them because its worth the chance that they have some ingredient the organization is missing. Brilliant mistakes which may seem unlikely to succeed but turn out to be extremely valuable can lead to the best and most surprising results
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Post by lakeishabrooks on Jul 29, 2013 9:36:35 GMT -6
INSTANT MBA: When Interviewing Job Candidates, Stop Looking For Mr. Right I agree with this article 100%. At my job my manager used to look for people who had already worked in retail and that is all that she hired until she realized that she should not limit herself to only hiring those people. She took a chance and hired me and I had no retail experience. She was able to make and mold me in to being a great associate and know I am a manager. So sometimes your best people are not your most quailified ones.
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Post by meganbahm91 on Jul 29, 2013 10:58:49 GMT -6
In college they teach you how to use technical skills to manage a business. These skills do come in helpful a lot of the time. As a manager it is important to use common sense when dealing with certain situations. Sometimes all the technical stuff cannot fix a problem. Common sense and creating new ways of management is sometimes the best medicine for fixing a problem.
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