Hands On - COMMUNICATIONS 101
What Do You Say When...
by Daniel Abramson

Any successful business is built on a foundation of quality people. Running a profitable dispensary can become an insurmountable challenge without a staff that possesses strong sales and interpersonal skills.

Now that the job market is on the rebound, it's time to freshen up your interviewing skills to meet your growing human capital needs.

Tune up your techniques with these 10 questions to help you gain insight into your potential employee.

1 Tell me about yourself. The best way to ensure an informative answer is to give your candidate a starting point from which to describe his or her background. You might say, "Please give me a brief synopsis of your background since high school or college." Listen for a clear thinking process and how the candidate constructs the story.

2 What did you like best and least about your previous job? This is a great way to discover the candidate's comfort level with authority. Listen for "boss bashing," which can mean bringing a bad attitude into your office.

3 What is your most significant accomplishment to date? Look for concrete results. Be wary of candidates who simply regurgitate duties and responsibilities. Make sure he or she cites clear examples of dollars earned or dollars saved.

4 Why should I hire you? What makes you think you can handle this position? Again, the candidate should provide you with specific examples of his or her skills and accomplishments.

5 If I asked business associates who know you well to describe you, what three adjectives would they use and why? This is a great opportunity for you to scratch beneath the surface. Continue asking for specific examples that confirm the characteristics.

6 If I asked people who know you why I shouldn't hire you, what would they say? This might be the toughest question for the potential employee to answer. Often candidates are wary of putting a negative spin themselves. Asking follow-up questions may help.

7 What three characteristics are most important in a good manager? This question will allow you to gauge your compatibility with the candidate. For example, if the candidate prefers a "hands-off" manager and you consider yourself to be more "hands-on," you can recognize this before hiring.

8 Give an example of a time you found it necessary to make an exception to the rules in order to get something done. Look for an answer that shows some free thought, but not a complete disregard for company guidelines and policies. This question is a great way to perform an ethics check.

9 How would you define a leader, manager, and mentor? This is another opportunity for you to match your managerial styles to the candidate's needs. It also may provide a clue into the ability of this person to move up in your organization.

10 What questions do you have for me? Make sure your candidate has not simply answered an ad but has done some research on your organization. A good candidate will be prepared with real questions. Potential employees should have a vested interest in making sure your company is a good match for them.

Daniel Abramson, president of Staffdynamics, is a speaker at the Business Edge program, held in conjunction with the International Vision Expos. For information on this month's program, visit www.visionexpowest.com.