Devoted to Managers and those that seek to improve their management skills

Unless you just want to fill you business with bodies, the way we interview must change if we want to improve our businesses.

As this article mentions, even with the labor shortage among us, we must not be tempted to short change ourselves by hiring poor quality people in order to get someone that has skills. Skills can always be trained, who a person is can't be counted on to change.

Some of the general strategies by some companies has been to interview a potential candidate at least 10 times. Yes you heard it: ten times; and a number of companies do more than that.

Another thing I've seen some do is to interview a potential candidate all day long.

I've also heard of some companies that send out DVDs to people that are meant to attempt to scare them off; not from presenting false information, but from presenting the toughness of what the job entails. It works for them.

Why do this? We've got to get past the first date stuff and find out what people are really like. To do this takes time and effort well worth investing in.

Credentials are rapidly dropping in importance to companies that have to have the right types of personalities to make their businesses run at high levels. Credentials no longer guarantee that will happen. Personalities are becoming one of the top considerations for companies that are demanding and desired to be worked for.

The other side of this is it's good for the potential worker also, as they can get a very realistic look at what the company culture and workers are really like, and not be starry eyed and taken in by the moment.

Here's what I really think the future is for companies within countries that will experience work shortages: develop great training programs! Those that do this will be able to focus in on the quality of a person rather than play the existing job mating game, built around putting forward what you think people want to see.

I think the reason so many companies are challenged by this is they don't have the type of training in place that can help a quality candidate to excel. It's an unwritten and unknown variable that causes many to resist putting strong measures in place to weed out weak candidates.

Those that look for quality people and have strong training programs in place should excel in the years ahead, while many companies just go through weak interview processes to get a warm body in the place will falter in many ways.

More than anything else, everything we do to find great people, should be centered around finding great people. Plans and processes should be in place for the purpose of getting rid of most people, while at the same time finding the great ones. Do this and you won't be sorry: ever!