To: All
From JUS
Subject: Interview Procedures.
Taken from previous emails Please read and learn apply:
What: To change the way we interview our applicants and to make this
relevant to our VMBP and desired traits of Holy Gardeners
Objectives:
1. To increase success with our hires;
2. To lessen misfits and bad infuence later on and introduce rotten apples
in the workplace
3. To make their transistion from that of being student or workers in other
companies uneventful and pleasant
4. To make new hires efficient and productive earlier
PARADIGM - HIRE FOR ATTITUDE AND TRAIN FOR THE SKILLS
Facts/stats
1. Stats for job failures:
1. Coachability 26% (ABCD), Obedience
2. Emotional intelligence/Maturity - 23% (Task Related Maturity)
3. Motivation - 17% "Do what you love and love what you do"
4. Temperament - 13% Perfect fit between the attitude of the
worker and work environment
5. Skills - 11% knowledge and ability of the worker
on the job
89 % of challenges for workers are non skills (personal mastery)
11% of what they dont know on the job is a minor problem
2. My own experience
1. The former officer at Region 1 did not like being given multiple
job despite being an officer
2. Her predecessor was more concerned about entitlement without
looking at her responsibility
3. With the new hires, we have difficulties in them listening adjusting
to the new environment and doing away with alibis and littlest
of excuses to get things done
4. Some hires who are officers escape our attention and some of them:
have scant attention to details, are not coachable, and cant synch
with our business; are in entitlement culture, lack hard work and
execution
3. TASK AHEAD - How to interview deeper and better
1. What not to ask in interview:
1. Who am I, what are my strengths and weaknesses
My plans for the next five years, my goals in life
More often than not, they have prepared for this and have canned answer
2. Hypothetical, leading questions:
For hypothetical questions "Suppose..." you get a hypothetical answer
and for a smart applicant, he can easily dupe you
Leading question, leads you to get an answer that you like to hear
3. Slumbook, favorite questions:
1. Favorite color, movies, food
2. Unforgettable experience, travel
3. Role model
4. Horoscope, lucky number
3. Ask difficult hanging, open ended questions that require the applicant
to dig deep into his brains and experience
4. Steps:
1. determine the traits/attitude needed in the company
N.B. 1. Dont hire people who have problems in attitude
2. Dont hire people who cant fit into your organization
2. Take note of the difference between the low performers and high
performers
1. Maintain high level of professionalism (coachability - trainability
ability to take advice and criticism)
2. Treat customers as priority
3. Is responsible (responds to communication, to the call
of the mission)
4. Demonstrates positive mental attitude and behavior
5. Leads by example
6. Can engage in constant, open, and direct communication
7. Respect and trusts fellow employees, officers and/or subordinates
8. Is engaged in constant self improvement and learning
9. Is action oriented and problem solver
3. The LOW PERFORMERS:
1. Are negative
2. Cant take responsibility - blame others or find plenty of excuses
3. Feels entitlement always (rather than being of service to others)
4. Procrastinate (by bringing up alibis and excuses) not meeting
deadlines) or cant come on or before time to office/appointment
5. Stubborn and cant change habits/language (bale,
not answering emails text, text addict)
6. KSP
Textual and verbal content of low performers:
1. Are less likely to use first person singular but more of 3rd person
or neutral prononouns
2. More likely to use negative words and phrases
3. More likely to use adjectives and adverbs to characterize
achievement
4. Draft your questions, /Should be situational and specific. Probe
deeper if your feel your interviewee is evasive or less than truthful
Can you tell me an instance/situation when:...
1. On professionalism:
1. When you submitted your work and was severely criticized by
your superior?
2. What is the name of your previous boss/professor?
Can you spell this for me?
3. If I visit your former boss/professor, what would she/he tell about
you?
4. Can you tell me an instance when you were late for school/work
and you were admonished?
5. ..... when your attention was called on the id and your office
decorum?
6..... when you were asked to read a lot and submit reflection
and felt that it was too much?
7... that many tasks were before you and you felt confused and
cant conceptualize
8. .... that in the conversation your body language was quite different
from what you are talking about
9... that you were given an assignment and you forgot it, and you
were given a tongue lashing
10.... that the standards of your boss for the work is way too high
11. .... that more often than not, you do not get the instructions right
2. On customer service (empathy)
1. .... that you felt the customer was too demanding.
2.... that you felt the customer has all ready crossed the borderline
and has demeaned your personally
3... that the customer is no longer right and is abusive
4... that the customer is an interference in your job
5. .. that you feel that customers mind can be so fickle and changeable
6. ... that you feel that you cant really satisfy a particularly difficult
customer
7... that the customer service policy and the nature of the business
interferes with your personal and religious life
3. Is responsible:(can execute)
