Tag Archives: firing

UPDATED NEW QUOTE BY ULDIS SPROGIS 1436!!!

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UPDATED NEW QUOTE BY ULDIS SPROGIS 421!!!

FotorCreated

If you liked this evergreen truth blog then read more of them, about 3300 so far, or read one or more of my evergreen truth books, especially EVERGREEN TRUTH, rays of truth in a human world filled with myths and deceptions.

For a complete readily accessible list of blogs and titles go to twitter.com/uldissprogis.

Enjoy!!!!!!

If you enjoyed this blog then here is a list of my most popular ones which you may also enjoy!!!

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7 HIRING TIPS AND 15 GENERAL INTERVIEW QUESTIONS FOR ENTERPRENEURS OR TOP LEADERS

Consulting-Interview

There is a fundamental difference between a managerial role and a strong technical role which employees have to fill. The ideal combination for a leadership role is a human with strong human skills who also has the most technical skill or knowledge in the industry. Few humans are exceptional leaders and most can be classified as good potential followers.

Another basic principle to keep in mind is to hire someone with personal appeal or charisma and talent who has had previous experience in an almost identical job. Teaching a graduate to lead or perform on the job without prior experience and failure is a very risky approach and can potentially lead to much failure in a real responsible job.

A smart approach to hiring is to hire slowly, ask all the right questions, verify some important answers, fire fast, and trust your intuition.

Hiring slowly means interviewing more than one potential candidate and following up an interview with a second one, especially if there are still important questions to get answers to which arose out of the first interview.

Fire the new employee quickly if they are untrustworthy, don’t work well with others, or turn out not to have the skills which they claimed they had on the resume and during the interview.

Trust your intuition and if you are afraid of discrimination claims don’t hire someone just because they are a friend, of a certain sex, ethnic group, or religion but don’t meet all your objective standards for employment.

 

The ideal candidate is a talented, confident, trustworthy, dedicated, selfmotivated, fast learner, passionate, energetic, not afraid of change, and wanting growth or more responsibilities in a job.

Before the interview do reference checks and check profiles on Facebook or Linkedin.

 

The kinds of questions which can be asked during an interview are endless but here are some 15 suggestions for leading questions which you can follow up with more relevant questions which obtain more information about the same general question:

Who or what interested you in wanting to work for the organization?

Why did you leave or want to leave your past or present jobs?

What role or work would you like to ideally perform in the organization now and in five or ten years?

What are your short and long range goals in private life?

What are the competitors to the organization and what are your personal opinions about them?

What were your greatest successes and failures on previous jobs?

What were the best and worst experiences which you had on the job?

What are the types or characteristics of humans which you work best with?

What are your work strengths and weaknesses?

Did you frequently work overtime on your previous job and why?

Out of all your previous jobs which was the most satisfying and why?

Out of all your previous jobs which was the worst and why?

Do you have a very good memory for names and places and experiences?

What are your favorite heroes or heroines or humans who you idolize in private and public life?

What do you like to do in your free time away from work?

 

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EMPLOYEES YOU SHOULD FIRE IMMEDIATELY

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A troublemaker who makes more problems than the achievements or contributions are worth is someone you don’t want working for you.

Someone with an ego problem who boasts or makes promises they can’t fulfill is someone who needs a shrink and not a job.

Someone with bad social skills or a bad attitude towards customers will just ruin the reputation of your company and not make any new loyal customers.

With training and instruction and enough chances to do the job right the employee still can’t or won’t do the job right and should be fired.

Unreliable employees who can’t do the job under occasional stress, don’t show up on time to do the job, or don’t show up at all should be fired.

Employees who whine and complain when someone doesn’t do the job right and even threaten the employer with litigation are not humans you want on board. They may throw a fit and sue you but it will be only once and you will have fired them permanently.

They ignore company rules of good conduct, are insubordinate to a boss, or have lied on their resume then it is reason enough to fire them.

CONCLUSION: Your job is stressful enough and the last thing you need is an employee who is destroying and threatening the whole organization little by little every day.

You don’t want very inefficient employees working for you and all the above reasons make an employee inefficient and one who will waste much company time, energy, and money. They are a serious threat to a healthy profitable organization. Fire them as soon as possible!

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