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By Dr. Marc Clark

Recruiting - employees Retention - staff construction - clash Mangement - revenues & advertising and marketing

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Take time to update periodically. In the Eye of the Beholder List in the space provided as many desirable features as you can, which could be used to encourage an applicant to apply for a position available at your business. Job Title: Features 1. ________________________ 2. ______________________ 3. ________________________ 4. ______________________ 5. ________________________ Ask several employees to evaluate the features you have identified; ask them to contribute additional ideas. Select the five most positive features and begin using them in all recruitment/marketing pieces.

Although a candidate may look like a “hot prospect, a perfect match on paper,” there could be a number of small, insignificant things that could add up to a negative decision. Ultimately, it is how an individual would blend into the business and company culture that deserves the utmost consideration. D. Screening: The Power of 10 The objective of a screening interview is very simple, it is to save you from wasting valuable time with an applicant you have no intention of hiring. Prior to conducting a detailed sit-down interview, a 10-minute screening interview should be completed.

Can you provide an example? 115. What kind of boss is a royal pain? Why? 116. Describe some ideas that were implemented, or carried out successfully, primarily because of your efforts. What was the end result? 117. Describe a situation that required a number of things to be done at the same time. How did you handle it? How did things turnout? 118. Share a situation in which exchanges fell through the cracks? 119. Have you found any ways to make a job easier or more rewarding? 120. How do you determine what is “most important” in the scheduling of your time?

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