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Added for You - The Employment Interview - How Hard Can It Be
What is a skid loader?A skid loader is a stiff frame machine with mechanical arms that can be fitted with attachments for a wide variety of different tools, including a backhoe, hydraulic breaker, pallet forks, angle broom, sweeper, auger, mower, snow blower, stump grinder, tree spade, trencher, and a wheel saw.Modern skid loaders come in two varieties, a four wheeled system and a rubber track version. Wheeled skid loaders are typically are four-wheel drive and for additional maneuverability, the left and right wheels systems are independent. The track version also referred to as a track loader provides for better digging and pushes performance in higher end models due to less ground disturbance and better traction in un-ideal environments like mud and sand.History of the skid loader machineThe first three-wheeled front-end loader was invented in 1957 by two brothers, Cyril and Louis Keller, in a small machinist shop in Rothsay Minnesota. The brothers conceived the idea to help a nearby farmer with the ignoble task of cleaning up manure for a pole barn. They wanted to help him, and out of this collaboration the first skidder was born.This early machine was eventually purchased by Melrose Manufacturing Company and the Kellers brought on to continue development. Since then it has spread to become a highly valued piece o
“Did you like your boss?”
“How did you feel about the company as a whole?”
“What was the one thing you really liked about the company?”
“If you could have changed one thing – what is it?” “How would you describe the culture of the company you worked at?”
“How much of a challenge was your former job?” How?”
“Do you feel you met your personal goals at your job, personally?”
Job Effectiveness
“Did you receive any awards or commendations?”
“To what extent were you able to increase your earnings?”
“What aspects of the job challenged you the most?” “What did your boss say during your last performance review with regard to job specifics?” “Did you agree with your boss’s assessment of your performance?”
Academic Achievements
“How well did you do in school – GPA?”
“What were the courses you did the best in?” Why?”
“What courses did you have trouble with? Why?”
“What courses did you get the most out of?” “How have you applied any of the academics to your real world job performance?” “How do you feel about the school you attended?” “What did you like the most about school?”
Personal Goals & Objectives This should include a discussion about what the applicant is aiming toward in terms of both the immediate job opening and their long range objectives. This is often a good way to develop insight concerning their ambitions and motivation.
“Could
Who is Ashton Sanders? I realize that many of you have no idea who Ashton Sanders is, so I thought I would do a quick post about his past.Ashton Sanders was born in Los Angeles, and joined the cub scouts when his younger brother got into tiger cubs. They were both the goody-two-shoes of their public school in Los Angeles. When he finished 6th Grade, he transfered to Delphi Academy of Los Angeles.Ashton Sanders always loved sports. He was on the soccer team my four high school years, the volleyball team, and the football team. He was also the captain of the Soccer Team the year they became undefeated League Champions; a school record to say the least. Ashton was awarded the League's Most Valuable Player Award and the Team Spirit Award. If there was anyone on the field keeping the team motivated and feeling good about what they've accomplished so far it was Ashton Sanders.Ashton also became very interested in computers (a computer nerd). Him and his friends had a LAN Party every school break, and he built a couple of his own computers with his father and brother. He loves working on the computer, and is very good at it. He's picked up on a lot of tricks and shortcuts over the years, and consider himself a computer nerd in every aspect. He started working on websites with his brother at the age of 16, under the name Websites in a Flash .<
Interviewing a new job candidate sounds easy. After all, you are in control. You have something to offer. You can select anyone you choose to select. Right? That sounds good but in reality interviewing a person to fill a job opening is one of the more difficult tasks you may face as a manager. It does require specific skills to do it right and increase your chance of hiring the ideal person for the job; the person that will stay and fit in with the culture of your company. That being said, I personally don’t know of one company that has a formal program to train their managers on how to conduct an interview. Interview training is much the same as training managers how to conduct a performance review. It is a rarity to find a company that actually does it. Recruitment, retention, interviewing and performance reviews are not just a “Human Resource” (HR) thing. They are a basic responsibility of all managers.
You can interview candidates for hours, do profile testing and have multiple team interviews and still not know for sure if they are the right person for the job and the right fit for the company. An effective job interview is one that will allow the employer to select an employee who will not only be able to perform the job, but who will stay on the job for an extended period of time. Turnover which requires rehiring and retraining are expensive for a company.
The Questions
Asking the right questions is not as easy as it sounds but questions that determine skill level and experience are fairly straightforward. The more difficult objective for any manager conducting an interview is to select the applicant who will fit in, work well in a team environment, be a contributor, enjoy, respect and promote the company’s image. Selecting an individual that can not only do the job but one that will be so happy working for the company that they will stay can be a real challenge. Facing that challenge requires asking the right questions.
Let’s explore the interview process in more detail utilizing excerpts from CEO Strategists “Lead Wolf Interview Guide”
AN INTERVIEW IS:
A FACE-TO-FACE ORAL COMMUNICATION:
1. Between an applicant and an interview team
2. Initiated for a specific purpose
3. Focused on very specific subjects
Please note – individual one on one interviews in addition to and subsequent to team interviews are acceptable and sometimes preferred after identifying the final candidates.
SPECIFIC INTERVIEW OBJECTIVES:
1. To clarify data on the application form - - looking for apparent inconsistencies, time gaps or other missing information.
2. To obtain additional information not contained in the application.
3. To test to a degree, the applicant’s truthfulness regarding information on the application.
4. To obtain information from the candidate which will help appraise his personality, character, motivation and skills/knowledge.
5. To inform the candidate about the job, its requirements and the company.
CONDUCTING THE INTERVIEW
After you have conducted the necessary introductions and addressed work history, begin to focus more on probing for data you need to assess from the candidate in reference to the specific job requirements. Avoid asking questions which can be answered yes or no. Ask open-ended questions which call for lengthier answers, for answers which give candidate’s opinion. If your questions begin with HOW, WHEN, WHY, they’re probably open-ended. Don’t ask leading questions which suggest a particular answer; the candidate will give you the answer he thinks you’re looking for.
Regarding work history, for example, try leading with a question like, “Tell me about your job at the XYZ Company”. The way he answers this question will indicate what he considers important. If he is slow to get going, ask him WHAT he LIKED and DISLIKED about the job; WHY he was interested in that job when he took it.
Then you can probe more deeply into -------
1. Level and complexity of work
2. Extent of responsibilities
3. Motivation
4. Attitude and feelings
5. Effectiveness on prior jobs
6. Achievements
7. Interpersonal relationships
8. Level of accountability & authority
Here are some useful questions to ask in these areas. Don’t go down the list asking everyone in order. That would seem like an interrogation …. But these questions do suggest some useful approaches:
Level and Complexity of Work
“What did your job at XYZ Company consist of?”
“Could you describe a typical day at work?”
“What sort of things took up most of your time on this job?”
“What kind of decisions did you typically make on this job?”
Extent of Job Responsibilities
“Explain how you fit into that organization.”
“Tell me a little bit about your former boss.” “What were his/her responsibilities?” “How much contact did you typically have with your boss?” “Describe some of your interactions with your boss.” “Were you empowered to get your job done? How?” “What kind of decisions did your boss expect you to make?”
Motivation
“How did you get into that field originally?”
“What attracts you to this industry?”
“When did you first think of leaving your former job?”
“Why did you decide to make a change?”
“What were some of the things that you really liked about that job?”
“What were some of the things that you liked about that company?”
“Describe the best boss you have ever worked for.”
“Describe the worst boss you ever worked for.”
“What is the worst thing a former boss ever did to you?”
“What is the best thing a former boss ever did?
Attitudes and Feelings
“What did you like best about your last job?”
“What kinds of things did you dislike?”
“What was most satisfying about your last job?”
“Did you like your boss?”
“How did you feel about the company as a whole?”
“What was the one thing you really liked about the company?”
“If you could have changed one thing – what is it?” “How would you describe the culture of the company you worked at?”
“How much of a challenge was your former job?” How?”
“Do you feel you met your personal goals at your job, personally?”
Job Effectiveness
“Did you receive any awards or commendations?”
“To what extent were you able to increase your earnings?”
“What aspects of the job challenged you the most?” “What did your boss say during your last performance review with regard to job specifics?” “Did you agree with your boss’s assessment of your performance?”
Academic Achievements
“How well did you do in school – GPA?”
“What were the courses you did the best in?” Why?”
“What courses did you have trouble with? Why?”
“What courses did you get the most out of?” “How have you applied any of the academics to your real world job performance?” “How do you feel about the school you attended?” “What did you like the most about school?”
Personal Goals & Objectives This should include a discussion about what the applicant is aiming toward in terms of both the immediate job opening and their long range objectives. This is often a good way to develop insight concerning their ambitions and motivation.
“Could y
Advertising using flyers is a cost effective way of delivering your product or services to your potential customers. Ad flyers are usually handed out on the street, near LRT or MRT stations, wherever there are lots of human traffic.Almost all of us have been handed an ad flyer at some point specially at malls. Its not uncommon for someone to accumulate handfuls of ad flyers just by strolling the mall. Most flyers being distributed in malls are about various food promos and agents selling real estate.For a real estate agent, advertising in newspapers on a daily basis is expensive, most agents prefer using ad flyers because they are direct, often they can talk to the people they are giving the flyer to and they will be able to choose who they will give it to, which is of course well off or rich looking individuals which is their target market, and this is one reason why I seldom get any flyers about real estate ^-^Competition among food establishments in malls is especially fierce, since its is usually dominated by Jollibee, KFC and McDonalds. Smaller players have to come up with cleaver ways to entice potential customers by offering more value item foods that cost less or have bigger serving portions. And the best, cheapest and most direct way to get the message across is again, via ad flyers because you may have the best bang for the b
Let’s explore the interview process in more detail utilizing excerpts from CEO Strategists “Lead Wolf Interview Guide”
AN INTERVIEW IS:
A FACE-TO-FACE ORAL COMMUNICATION:
1. Between an applicant and an interview team
2. Initiated for a specific purpose
3. Focused on very specific subjects
Please note – individual one on one interviews in addition to and subsequent to team interviews are acceptable and sometimes preferred after identifying the final candidates.
SPECIFIC INTERVIEW OBJECTIVES:
1. To clarify data on the application form - - looking for apparent inconsistencies, time gaps or other missing information.
2. To obtain additional information not contained in the application.
3. To test to a degree, the applicant’s truthfulness regarding information on the application.
4. To obtain information from the candidate which will help appraise his personality, character, motivation and skills/knowledge.
5. To inform the candidate about the job, its requirements and the company.
CONDUCTING THE INTERVIEW
After you have conducted the necessary introductions and addressed work history, begin to focus more on probing for data you need to assess from the candidate in reference to the specific job requirements. Avoid asking questions which can be answered yes or no. Ask open-ended questions which call for lengthier answers, for answers which give candidate’s opinion. If your questions begin with HOW, WHEN, WHY, they’re probably open-ended. Don’t ask leading questions which suggest a particular answer; the candidate will give you the answer he thinks you’re looking for.
Regarding work history, for example, try leading with a question like, “Tell me about your job at the XYZ Company”. The way he answers this question will indicate what he considers important. If he is slow to get going, ask him WHAT he LIKED and DISLIKED about the job; WHY he was interested in that job when he took it.
Then you can probe more deeply into -------
1. Level and complexity of work
2. Extent of responsibilities
3. Motivation
4. Attitude and feelings
5. Effectiveness on prior jobs
6. Achievements
7. Interpersonal relationships
8. Level of accountability & authority
Here are some useful questions to ask in these areas. Don’t go down the list asking everyone in order. That would seem like an interrogation …. But these questions do suggest some useful approaches:
Level and Complexity of Work
“What did your job at XYZ Company consist of?”
“Could you describe a typical day at work?”
“What sort of things took up most of your time on this job?”
“What kind of decisions did you typically make on this job?”
Extent of Job Responsibilities
“Explain how you fit into that organization.”
“Tell me a little bit about your former boss.” “What were his/her responsibilities?” “How much contact did you typically have with your boss?” “Describe some of your interactions with your boss.” “Were you empowered to get your job done? How?” “What kind of decisions did your boss expect you to make?”
Motivation
“How did you get into that field originally?”
“What attracts you to this industry?”
“When did you first think of leaving your former job?”
“Why did you decide to make a change?”
“What were some of the things that you really liked about that job?”
“What were some of the things that you liked about that company?”
“Describe the best boss you have ever worked for.”
“Describe the worst boss you ever worked for.”
“What is the worst thing a former boss ever did to you?”
“What is the best thing a former boss ever did?
Attitudes and Feelings
“What did you like best about your last job?”
“What kinds of things did you dislike?”
“What was most satisfying about your last job?”
“Did you like your boss?”
“How did you feel about the company as a whole?”
“What was the one thing you really liked about the company?”
“If you could have changed one thing – what is it?” “How would you describe the culture of the company you worked at?”
“How much of a challenge was your former job?” How?”
“Do you feel you met your personal goals at your job, personally?”
Job Effectiveness
“Did you receive any awards or commendations?”
“To what extent were you able to increase your earnings?”
“What aspects of the job challenged you the most?” “What did your boss say during your last performance review with regard to job specifics?” “Did you agree with your boss’s assessment of your performance?”
Academic Achievements
“How well did you do in school – GPA?”
“What were the courses you did the best in?” Why?”
“What courses did you have trouble with? Why?”
“What courses did you get the most out of?” “How have you applied any of the academics to your real world job performance?” “How do you feel about the school you attended?” “What did you like the most about school?”
Personal Goals & Objectives This should include a discussion about what the applicant is aiming toward in terms of both the immediate job opening and their long range objectives. This is often a good way to develop insight concerning their ambitions and motivation.
“Could
Many business owner with a dream to take their company public often neglect to prepare and plan for the future, very few small and mid-size companies have a business plan.A business plan is like a road map, and can be liken to when you go on a journey sometimes you need to change direction, it doesn’t mean your destination changes, you are just getting there via a different route.A vision is some thing that is birth in the mind and soul of the individual, some people act on it and others procrastinate for a period of time only to see someone else take their dream and bring it to fruition.The dream giver will only allow you to sit on your dream for so long before giving it to someone else. You often hear people saying “ I had that idea two or three years ago”, what good is an idea without taking action, but with the action there must be a strategy.Businesses don’t plan to fail, they fail because they fail to plan. Entrepreneurs usually are visionaries who get an idea and run with it but, if you look at the successful ones they always had a plan, and a team to help them bring their dream to the market plece.The team can sometimes get you to the top, but it’s the strategy that takes you over the top, so don’t settle for second best, be the best.If you look at a twenty year chart of Microsoft Corporation,
5. To inform the candidate about the job, its requirements and the company.
CONDUCTING THE INTERVIEW
After you have conducted the necessary introductions and addressed work history, begin to focus more on probing for data you need to assess from the candidate in reference to the specific job requirements. Avoid asking questions which can be answered yes or no. Ask open-ended questions which call for lengthier answers, for answers which give candidate’s opinion. If your questions begin with HOW, WHEN, WHY, they’re probably open-ended. Don’t ask leading questions which suggest a particular answer; the candidate will give you the answer he thinks you’re looking for.
Regarding work history, for example, try leading with a question like, “Tell me about your job at the XYZ Company”. The way he answers this question will indicate what he considers important. If he is slow to get going, ask him WHAT he LIKED and DISLIKED about the job; WHY he was interested in that job when he took it.
Then you can probe more deeply into -------
1. Level and complexity of work
2. Extent of responsibilities
3. Motivation
4. Attitude and feelings
5. Effectiveness on prior jobs
6. Achievements
7. Interpersonal relationships
8. Level of accountability & authority
Here are some useful questions to ask in these areas. Don’t go down the list asking everyone in order. That would seem like an interrogation …. But these questions do suggest some useful approaches:
Level and Complexity of Work
“What did your job at XYZ Company consist of?”
“Could you describe a typical day at work?”
“What sort of things took up most of your time on this job?”
“What kind of decisions did you typically make on this job?”
Extent of Job Responsibilities
“Explain how you fit into that organization.”
“Tell me a little bit about your former boss.” “What were his/her responsibilities?” “How much contact did you typically have with your boss?” “Describe some of your interactions with your boss.” “Were you empowered to get your job done? How?” “What kind of decisions did your boss expect you to make?”
Motivation
“How did you get into that field originally?”
“What attracts you to this industry?”
“When did you first think of leaving your former job?”
“Why did you decide to make a change?”
“What were some of the things that you really liked about that job?”
“What were some of the things that you liked about that company?”
“Describe the best boss you have ever worked for.”
“Describe the worst boss you ever worked for.”
“What is the worst thing a former boss ever did to you?”
“What is the best thing a former boss ever did?
Attitudes and Feelings
“What did you like best about your last job?”
“What kinds of things did you dislike?”
“What was most satisfying about your last job?”
“Did you like your boss?”
“How did you feel about the company as a whole?”
“What was the one thing you really liked about the company?”
“If you could have changed one thing – what is it?” “How would you describe the culture of the company you worked at?”
“How much of a challenge was your former job?” How?”
“Do you feel you met your personal goals at your job, personally?”
Job Effectiveness
“Did you receive any awards or commendations?”
“To what extent were you able to increase your earnings?”
“What aspects of the job challenged you the most?” “What did your boss say during your last performance review with regard to job specifics?” “Did you agree with your boss’s assessment of your performance?”
Academic Achievements
“How well did you do in school – GPA?”
“What were the courses you did the best in?” Why?”
“What courses did you have trouble with? Why?”
“What courses did you get the most out of?” “How have you applied any of the academics to your real world job performance?” “How do you feel about the school you attended?” “What did you like the most about school?”
Personal Goals & Objectives This should include a discussion about what the applicant is aiming toward in terms of both the immediate job opening and their long range objectives. This is often a good way to develop insight concerning their ambitions and motivation.
“Could
Let’s take a look at the various nursing jobs and positions that are out there. The nursing jobs that are typically available are classified as registered nursing (RN), or licensed practical nursing or licensed vocational nurses (LPN/LVN), and a nursing assistant. RN’s (registered nurses) are the cream of the crop as far as nurses go. They oversee the tasks that are done by the LPNs, and nursing assistants. The LPN and the LVN nurses services are to provide the basic care under the guidance of a physician, RN (registered nurse) or a nurse practitioner.Nursing assistants are not nurses and they are not the same at all. Their tasks are limited to the duties given to them by the RN or the LPNs. A certified nursing assistant helps the nurse by administering things such as hygienic care, giving basic psychosocial care, and other similar tasks. Also, the nursing jobs that are listed as full time nursing, contract nursing, office nursing, part time nursing, hospital nursing, private duty nursing, health or industrial nursing, public health nursing, psych nursing, and my personal favorite travel nursing.Those nurses who are full time, registered are regularly scheduled on a 40 hour week in a 7 day period, or an 80 hour work per week schedule in a 14 day duration, or 160 in a 4 week time frame. Office, hospital, and home nursing are the kinds of full
Level and Complexity of Work
“What did your job at XYZ Company consist of?”
“Could you describe a typical day at work?”
“What sort of things took up most of your time on this job?”
“What kind of decisions did you typically make on this job?”
Extent of Job Responsibilities
“Explain how you fit into that organization.”
“Tell me a little bit about your former boss.” “What were his/her responsibilities?” “How much contact did you typically have with your boss?” “Describe some of your interactions with your boss.” “Were you empowered to get your job done? How?” “What kind of decisions did your boss expect you to make?”
Motivation
“How did you get into that field originally?”
“What attracts you to this industry?”
“When did you first think of leaving your former job?”
“Why did you decide to make a change?”
“What were some of the things that you really liked about that job?”
“What were some of the things that you liked about that company?”
“Describe the best boss you have ever worked for.”
“Describe the worst boss you ever worked for.”
“What is the worst thing a former boss ever did to you?”
“What is the best thing a former boss ever did?
Attitudes and Feelings
“What did you like best about your last job?”
“What kinds of things did you dislike?”
“What was most satisfying about your last job?”
“Did you like your boss?”
“How did you feel about the company as a whole?”
“What was the one thing you really liked about the company?”
“If you could have changed one thing – what is it?” “How would you describe the culture of the company you worked at?”
“How much of a challenge was your former job?” How?”
“Do you feel you met your personal goals at your job, personally?”
Job Effectiveness
“Did you receive any awards or commendations?”
“To what extent were you able to increase your earnings?”
“What aspects of the job challenged you the most?” “What did your boss say during your last performance review with regard to job specifics?” “Did you agree with your boss’s assessment of your performance?”
Academic Achievements
“How well did you do in school – GPA?”
“What were the courses you did the best in?” Why?”
“What courses did you have trouble with? Why?”
“What courses did you get the most out of?” “How have you applied any of the academics to your real world job performance?” “How do you feel about the school you attended?” “What did you like the most about school?”
Personal Goals & Objectives This should include a discussion about what the applicant is aiming toward in terms of both the immediate job opening and their long range objectives. This is often a good way to develop insight concerning their ambitions and motivation.
“Could
Beginning an internet business can seem like climbing Mt Everest in tennis shoes to some of us. You have to make a lot of decisions as to what you are going to market, who you are going to market to, how you are going to market your product and/or services, how much you are going to charge, etc. As the old saying goes, “A journey begins with the first step”, so does starting your business begin with your first stepUsually, there are basically two types of people that want to start a business, planners and the action personalities. The planners will create all types of plans forever, but will be hesitant to take the first action step. Why? Usually it is due to a fear of failure of their plans.The action personality wants to start the business today and to heck with the planning, “Let’s just get this business going”. This person may succeed over time, but they most likely will spend a lot of extra money and wasted time in accomplishing success unless they are extremely knowledgeable about their potential customers.Now to succeed in starting your business, and to hopefully be successful in your business, you must combine these two traits if you are working alone. If you are partners with someone, made sure you both are not the same type, planners or action personalities.Planning must be your first step. I know if you are an
“Did you like your boss?”
“How did you feel about the company as a whole?”
“What was the one thing you really liked about the company?”
“If you could have changed one thing – what is it?” “How would you describe the culture of the company you worked at?”
“How much of a challenge was your former job?” How?”
“Do you feel you met your personal goals at your job, personally?”
Job Effectiveness
“Did you receive any awards or commendations?”
“To what extent were you able to increase your earnings?”
“What aspects of the job challenged you the most?” “What did your boss say during your last performance review with regard to job specifics?” “Did you agree with your boss’s assessment of your performance?”
Academic Achievements
“How well did you do in school – GPA?”
“What were the courses you did the best in?” Why?”
“What courses did you have trouble with? Why?”
“What courses did you get the most out of?” “How have you applied any of the academics to your real world job performance?” “How do you feel about the school you attended?” “What did you like the most about school?”
Personal Goals & Objectives This should include a discussion about what the applicant is aiming toward in terms of both the immediate job opening and their long range objectives. This is often a good way to develop insight concerning their ambitions and motivation.
“Could you explain exactly what you are looking for in a job change at this time?” “If you had the opportunity, how would you write the job description for this job?” “What values/standards would you desire in the company you would like to end your career at.” “If you had to start all over again would you still be doing this type of work?
Outside Interests A person has more freedom of choice in outside activities so these can be particularly revealing. Note how varied or restricted the outside activities are. Note whether they are solitary in nature, family in nature or group type activities. Solitary activities might indicate that a person may be a loner. Extensive group activities could indicate an outgoing nature and an aptitude for leadership. Extensive participation in sports could indicate a high energy level and good physical health. It could also indicate an ability to work closely with others in a team environment. Of course, all these observations can be backed up with personality profile testing. There are numerous tests available that can be used.
“Tell me about how you spend your free time.”
“What sorts of things interest you outside of work?”
“What takes up most of your free time?”
“What kind of things do you like to do best?”
“What activities outside of work give you the most satisfaction?”
“How did you get interested in…..?”
“Do you participate in any type of sports?”
“Did you play organized sports in school?” Intramural?”
Personal References Don’t rule out references that are personal friends or family. Although a candidate is highly unlikely to put someone down as a reference that won’t say glowing things about them, sometimes they are not all plants. This is particularly true for young workers who have only one or two work references. Personal references become necessary in these cases. However, try to uncover some names of other people and former work associates that are not on the reference list. Call them and ask about the candidate. These people are likely to give a reference that is less biased.
“Tell me about some of your co-workers and how they performed their job.” “What about other supervisors at your last job. Who were they? How did you interact with them?” “Who is the one person you didn’t get along well with at your former job?” “Which family member do you have the most difficulty understanding?” “What kind of reference would they give you?” “Do you mind if we call them?”
Let’s face it. Conducting an interview and hiring the right person is no easy task. Getting the wrong person on board can be a very expensive and damaging proposition. This isn’t something to take lightly or just leave up to the Human Resource department. Obviously, if you have an HR department, they will pay a very important specific role. But, the final hiring decision is generally left up to the manager of the department where the new employee will work. Train your managers on how to conduct an effective interview and what is involved in the selection process. Remember, in spite of all the support from HR, in spite of all the testing that is available, in spite of the numerous team interviews and opinions, getting the right person in any given situation is still a gamble. However, you can dramatically improve your odds for success through preparation and training.
You can get a complete copy of the thirty four page “Lead Wolf Interview Guide” simply by registering for “The Howl” monthly newsletter at www.ceostrategist.com.
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