Many of us are experiencing a revolving door when it comes to hiring new people. We read through the résumés, we conduct what we consider are reasonably thorough interviews and we may even check some references.

You could use the 1 - 10 ranking scale to gain some interesting insights into your candidates.

There are a number of questions employers ask prospective employees, but a very key question to ask is:

"In your previous positions what did you PRODUCE?"

Yes, you should be interested in what positions the person held previously. But you want to narrow in on what the person produced.

While watching a bit of news on TV the other day, a short segment was done for job hunters. The theme of the segment was: “what not to say in the interview.”

Let’s take a look at a few of these:

“I’m really nervous.”

What if your candidate isn't a good fit for you but would be a great asset for another company? 

What if you you knew of a specific company where this would apply? 

Taking this one step further, what if this specific company was your competition? 

Should you make the effort to refer this candidate? Should you contact the other company and let them know about this prospect? 

I would say: yes and yes.

And yes, even with your competition!

Let’s say you’re hiring someone for the Office Manager position. What are some of the routine problems for this position?

Gather together a list of at least three of these and then ask your applicant how she would solve them.

Working with Millennials may be challenging for some. Invigorating for others. Here is a tip to help you in the hiring process.

In the previous Hiring the Salesperson tips, we covered preparation, motivation, prospecting, sales technique and closing.

In this tip, let’s discuss the salesperson who has sold something very different from you’re selling.