7 Tips for Hiring the Best People-Leadership Training

In this leadership training video you will learn seven tips for hiring the best of and more. As a manager you have to be involved in hiring your team. Partner with human resources but don't abdicate the responsibility. Too many manager interview by the "seat of their pants". In other words they don't take a professional and methodical approach to hiring. Great performance begins in an effective selection process.
Rick will cover:
+5 Common Problems in the selection process
+7 Qualities of the Ideal Candidate
+What to avoid in an interview
+7 Proven and Practical Interviewing Tips
The best managers, always have the best people. They are picky in who they hire so they bring on excellent people. In addition, they coach and train them the best so they perform even better. Watch the hiring training video, take notes, you just might learn a technique or two to help you transform from manager to leader.
Also, do you want more ideas on how to inspire your team? Check this out: wcwpartners.le...
Also, go here for our RealTime Learning and Training leadership and personal development website. It includes many career defining resources. Micro-learning at your fingertips! rickconlow.com...
Or, do you want a proven game-plan for career success? If so, check out Rick's Superstar Leadership book: rickconlow.com/....
Rick Conlow, CEO/Founder, Rick Conlow International
Rick Conlow International is a business consulting and training company that coaches leaders to achieve record-breaking performances in sales growth, customer experience improvement, employee engagement and leadership effectiveness. It also has online resources to coach and train any and all managers to higher levels of success.
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[@Businessin10]

Hi Rick, I hired people based on personality traits, of course speciality mattered, such as accounting etc... what also mattered training and following up. So I say hire people that are smarter than you, train them, then let them run. I started a couple of companies from the ground up and this worked for me.

[@anandaguzman3491]

Businessin10 wow! Point taken

[@RickConlow]

Hi Bussinnessin10: Great points. Most often the intangible personal characteristics determine if the employees succeeds or fails. In addition, the on-going training and coaching are a must. Too many managers don't want to or know how to do this well. If they learn, they can achieve what you described. Thanks for the comment and the best of success to you. Positively, Rick

[@anandaguzman3491]

I love this guy!! Great energy and awesome information!! Thanks for sharing your knowledge!

[@chichichichi5890]

Wow, just stumbled on your videos. They are awesome. I am learning a lot. Many thanks

[@RickConlow]

Hi Chichi! Thanks, I appreciate that. See the playlists for related content. Check out the latest video on leadership. Authentic Leadership for Hard Times: kzbin.info/www/bejne/q5OxaKyqj5d-nsU Positively, Rick

[@biblepool6313]

Excellent presentation!

[@BarniRepairs]

Thank you, Sir, for taking the time to create this.

[@jimburnsjr.]

CHere's the problem....one of the easiest ways to misevaluate something as a human being is to segregate our evaluation as if it were physically removed from the rest of the matter in the equation which represents both the existence of and relation between all things in existence and that will ever come into being. We work specifically to produce continuance...and..if we allow ourselves to believe that an achieved but partitioned objective is the only part we are obligated to think about then we are almost mechanically guaranteed to falsify how effectively our work served to produce continuance truly. For example....many employers willfully raised their wages beyond what was responsible for them to pay...but they never perceived the act of ensuring the rent rates did not quadruple as part of their obligation...and those rocketing rent rates made their wage increases both worthless..but also to compete with construction contractor who could now pay more than oil and gas...for far less skill than many other trades...this compounding derivative effect will ensure that the availability of skilled workers for the next generation of anything outside of salesmen, bankers, and construction related industry is heavily modified....in addition to the many other derivative impacts. In the last 40 years much of our TV and music programming was psychologically training people to quit their job or talk trash about the employee, boss, company, and customer....yet not one major hiring firm stepped up to correct it....nor did he from any other segment. Not even the civil Rights groups bothered to invest in in making people aware that the programming was devalidating civil liberty in all nation's and taring our future apart. Additionally...legislation like Clinton's housing scam, NAFTA, and Obama's healthcare scam shut down many thousands of companies...most of our population does not have steady work history...but hiring managers are still determining fate as if it were genuinely valid to judge on work history. Today...most of us are contract and may be fired at anytime...if we are asked to do something that will get us hurt we be may be fired for not doing it...if we do it and get hurt we will be be fired and screwed over by the insurance company as well as the next arrogant hiring manager who is paid far more than worth to falsify the value of his segregated input while the community is ravaged by thieves. Here's what is...if you can't get your heads out of your asses and start building fellowship investing in the future of all truly...then the poverty for all nation's in place of what could have been will be your fault...and your children by nature seeing you as smart will emulate you and thank you for it.

[@RickConlow]

HI Jim: I agree there are huge problems in the hiring process in the US. Most bigger companies us computerized rating systems to analyze online applications to find the "right" profile. This takes the human equation out of it, and allows serious discrimination. Another example, as you related to, millions of jobs have been lost to lower cost labor and taxes overseas. So middle America has few jobs opportunities at lower pay. The government (both parties) have catered to corporations and free trade (that is most often a disadvantage to employees here)to create this problem. In addition, most corporations see employees as "human capital" to manipulate at their whim or to please Wall Street. That's why employee disengagement is so high. Employees in the best companies (often private ones) are treated as partners. I am working with two now that have ESOPs- where the employees own the company. Thanks for your thoughtful comment. I wish you the best of success. Positively, Rick P.S. Check this out, I think you might like it: The Philosophy of Management: kzbin.info/www/bejne/foXEipaMqLl-pck

[@chanchancel]

I dont like this, I love this