Comments on: Making a Truly Excellent Hire http://www.wunderlin.com/blog/2006/06/26/making-a-truly-excellent-hire/ Just another WordPress weblog Mon, 09 Jan 2012 12:50:30 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: Ted McQuade http://www.wunderlin.com/blog/2006/06/26/making-a-truly-excellent-hire/comment-page-1/#comment-55 Ted McQuade Fri, 11 Aug 2006 17:37:11 +0000 http://www.wunderlin.com/2006/06/26/42/#comment-55 Karen, I apologize for being delinquent with my feedback on your new method of getting the word out. I love it! The podcast makes it very convenient to listen to your newsletter. However, I am a visual person, so I can go back to the published newsletter if I want to dwell on a point you've made. I like having both options, in other words. Now I keep looking on iTunes for the option to subscribe to your podcasts! Something to think about for the future: different voices for different sections of the podcast. Not that I ever get tired of hearing your dulcet tones, but it may make the podcast more exciting. I now get a compressed version of NPR news every day in podcast format, and a different voice/tone every five minutes keeps things lively. Now, as to the actual content of this newsletter/podcast, let me say that the first Best Practice (exit interviews) is a most critical and often underlooked idea. I would add to it that, not only should an HR professional conduct one, but also the manager of the manager of the exiting person. It can be amazing what you find out. Also, as an added twist to Best Practice #3, panel interviews (3+ people) by people who will report to the position being filled can help a hiring manager immensely. I know of a case where such a panel interview was one of the last steps in a hiring process for a key purchasing executive. The essence of the panel's feedback between two candidates was: this person from another department is a real leader, while the other person is just a purchasing person; we are professionals and need a leader, not someone who only knows what we already know. Needless to say, the non-purchasing person was hired based on that kind of feedback from the people who would report to that person. All the best, Ted Karen, I apologize for being delinquent with my feedback on your new method of getting the word out. I love it! The podcast makes it very convenient to listen to your newsletter. However, I am a visual person, so I can go back to the published newsletter if I want to dwell on a point you’ve made. I like having both options, in other words. Now I keep looking on iTunes for the option to subscribe to your podcasts!

Something to think about for the future: different voices for different sections of the podcast. Not that I ever get tired of hearing your dulcet tones, but it may make the podcast more exciting. I now get a compressed version of NPR news every day in podcast format, and a different voice/tone every five minutes keeps things lively.

Now, as to the actual content of this newsletter/podcast, let me say that the first Best Practice (exit interviews) is a most critical and often underlooked idea. I would add to it that, not only should an HR professional conduct one, but also the manager of the manager of the exiting person. It can be amazing what you find out. Also, as an added twist to Best Practice #3, panel interviews (3+ people) by people who will report to the position being filled can help a hiring manager immensely. I know of a case where such a panel interview was one of the last steps in a hiring process for a key purchasing executive. The essence of the panel’s feedback between two candidates was: this person from another department is a real leader, while the other person is just a purchasing person; we are professionals and need a leader, not someone who only knows what we already know. Needless to say, the non-purchasing person was hired based on that kind of feedback from the people who would report to that person.

All the best,

Ted

]]> By: admin http://www.wunderlin.com/blog/2006/06/26/making-a-truly-excellent-hire/comment-page-1/#comment-42 admin Thu, 06 Jul 2006 18:32:22 +0000 http://www.wunderlin.com/2006/06/26/42/#comment-42 Hi Ken, This is Brian, Karen's technical admin for Karen. You can get them automatically. Click on the podcast choice in the sidebar. All the best, Brian Hi Ken,
This is Brian, Karen’s technical admin for Karen. You can get them automatically. Click on the podcast choice in the sidebar.
All the best,
Brian

]]> By: Ken Hoffman http://www.wunderlin.com/blog/2006/06/26/making-a-truly-excellent-hire/comment-page-1/#comment-43 Ken Hoffman Wed, 05 Jul 2006 16:43:28 +0000 http://www.wunderlin.com/2006/06/26/42/#comment-43 Karen, Great job on the new Podcast. Will you be offering the option to download them in the future for playback on mobile devices? I would love to listen to these on my commute or on iPod while exercising . Thanks for providing such a great resource of information, and expanding my choices in how to best absord it! Ken Karen, Great job on the new Podcast. Will you be offering the option to download them in the future for playback on mobile devices? I would love to listen to these on my commute or on iPod while exercising . Thanks for providing such a great resource of information, and expanding my choices in how to best absord it!
Ken

]]> By: tom farley http://www.wunderlin.com/blog/2006/06/26/making-a-truly-excellent-hire/comment-page-1/#comment-47 tom farley Wed, 05 Jul 2006 16:24:28 +0000 http://www.wunderlin.com/2006/06/26/42/#comment-47 Timely and well done article. In our last conversation, I introduced our approach to linking people and strategy built around a foundation of "alignment" with strategy and values. Your comments on alignment really resonate. Let's talk when convenient for you. More info on the "talent development" approach at www.oceanstatealliance.com Timely and well done article. In our last conversation, I introduced our approach to linking people and strategy built around a foundation of “alignment” with strategy and values. Your comments on alignment really resonate. Let’s talk when convenient for you. More info on the “talent development” approach at http://www.oceanstatealliance.com

]]> By: David Wunderlin http://www.wunderlin.com/blog/2006/06/26/making-a-truly-excellent-hire/comment-page-1/#comment-46 David Wunderlin Sat, 01 Jul 2006 13:18:12 +0000 http://www.wunderlin.com/2006/06/26/42/#comment-46 Regarding job descriptions, we use a tool derived from Dale Carnegie training called a Performance Results Description. It states the major goal of the job, and key result areas. For each key result area, it identifies the duties/activities, the performance standards, and skills/knolwedge reauired. It works for senior executive positions and hourly workers. How often do we take basic skills for granted, only to discover too late that a new hire does not know how to read a tape measure! Very useful edition. I'm forwarding it to my management and HR people. Karen, you are incredible! Regarding job descriptions, we use a tool derived from Dale Carnegie training called a Performance Results Description. It states the major goal of the job, and key result areas. For each key result area, it identifies the duties/activities, the performance standards, and skills/knolwedge reauired. It works for senior executive positions and hourly workers. How often do we take basic skills for granted, only to discover too late that a new hire does not know how to read a tape measure!
Very useful edition. I’m forwarding it to my management and HR people. Karen, you are incredible!

]]> By: Bruce Greenbaum http://www.wunderlin.com/blog/2006/06/26/making-a-truly-excellent-hire/comment-page-1/#comment-45 Bruce Greenbaum Thu, 29 Jun 2006 23:38:48 +0000 http://www.wunderlin.com/2006/06/26/42/#comment-45 Great format, and content…Very well done!! Great format, and content…Very well done!!

]]> By: Carol Schifman http://www.wunderlin.com/blog/2006/06/26/making-a-truly-excellent-hire/comment-page-1/#comment-44 Carol Schifman Wed, 28 Jun 2006 21:12:07 +0000 http://www.wunderlin.com/2006/06/26/42/#comment-44 Great add, Karen. You are constantly aligned with new technology and keeping us all on our toes. Thanks! Good work. Great add, Karen. You are constantly aligned with new technology and keeping us all on our toes. Thanks! Good work.

]]> By: Tom McMahon http://www.wunderlin.com/blog/2006/06/26/making-a-truly-excellent-hire/comment-page-1/#comment-48 Tom McMahon Wed, 28 Jun 2006 19:57:48 +0000 http://www.wunderlin.com/2006/06/26/42/#comment-48 Karen: Really good info and quite timely. We just posted a new position – probably best for a relatively new college grad. Let me know if you are aware of any good candidates or sources. Posting is attached. By the way, I didn’t get the first message so thanks for resending. Tom McMahon, Health Enterprises Network Karen: Really good info and quite timely. We just posted a new position – probably best for a relatively new college grad. Let me know if you are aware of any good candidates or sources. Posting is attached.

By the way, I didn’t get the first message so thanks for resending.
Tom McMahon, Health Enterprises Network

]]> By: Michelle Naiser http://www.wunderlin.com/blog/2006/06/26/making-a-truly-excellent-hire/comment-page-1/#comment-49 Michelle Naiser Wed, 28 Jun 2006 19:03:15 +0000 http://www.wunderlin.com/2006/06/26/42/#comment-49 This is a really great, forward-thinking format. This is a really great, forward-thinking format.

]]> By: admin http://www.wunderlin.com/blog/2006/06/26/making-a-truly-excellent-hire/comment-page-1/#comment-50 admin Wed, 28 Jun 2006 15:21:08 +0000 http://www.wunderlin.com/2006/06/26/42/#comment-50 Ted, This is Brian, the admin for Karen. I've got a Blackberry too and have found that it doesn't yet do 'audio' for podcast. Wished it did. All the best, Brian Ted,
This is Brian, the admin for Karen. I’ve got a Blackberry too and have found that it doesn’t yet do ‘audio’ for podcast. Wished it did.
All the best,
Brian

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