LoeA reader asks Liz for her take on the job interview question "How do your skills fit this job?" and Liz obliges
Stephanie Welder's insight:
Love this article! Most of us will hire a nanny, personal assistant, a subordinate for our office, new sales rep or someone to fill a need at home or at work. Because we aren't trained or haven't thought through the hiring process we ask useless questions in the interview.
If you are going to hire, figure out what need this person will fill. Research the must-have qualifications and some nice-to-have additional qualities. Liz suggests that identifying your "pain" and how you want to address it will give you a leg-up in conducting the interview.
There are plenty of people who would like to work for you or your company but unless you are clear on what you need and what you want your new hire to bring to the job, you will disregard good candidates and probably not maximize your hiring potential.
One more thing, please be reasonable in what you need. Don't add a bunch of "nice to haves" as requirements. Chances are you won't find an administrative assistant who also washes windows or speaks Navajo.
Its good news that at least one major university is changing its thinking on recruiting applications. Most try to attract as many as possible to manipulate the admit rate downward. Drexel has found that far to many of the recruits wouldn't attend even if admitted so why bother to process them.
The Common Application is one feature of the recruiting process that has inflated application rates by making it too easy to add names to a student's application list; added names might just be that, with no knowledge of the college at all.
Kudos to Drexel for re-evaluating its recruiting policies.
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