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Agrimarketing : November December 2006
12 AgriMarketing November/December 2006 We've all heard the phrase, "get the right people on the bus," from "Good to Great" by Jim Collins, and getting the right people in the right seats is even more impor- tant. So how do you do this? The key to success is asking the right questions of the right candidates. WHERE TO BEGIN The process begins by obtaining a pool of the right candidates. Con- sider the company's overall need for the position. What role and function- ality will the position play in the company's business strategy? Deter- mine if a new job description is needed or if an existing job descrip- tion can be altered. It is important to look specifically at the duties and responsibilities of the position. Get those that will interact with this person to contribute ideas to insure that you have completely cov- ered all the abilities needed. Begin with the end in mind. What do you want this position to deliver to the organization? What competencies and skills (soft and technical) are needed to accomplish these goals? Develop a job description that is comprehensive of the duties and responsibilities. Include informa- tion about the organization and the benefits for employees. Don't limit yourself to the traditional list of benefits. PREPARING FOR THE INTERVIEW To prepare for the interview, create a set of questions that is standard for all those you plan to interview. This will create consistency and ensure that you ask all of the questions and get the same kind of information from each candidate. There are many forms of inter- view questions --- many companies now use behavioral based questions during the interview and mix spe- cific competency based questions in for roles that require specific skills. Behavioral based questions ask applicants to reflect on a situation and how they dealt with it. This style allows the employer to get past the rehearsed answer and dive into the job seekers past behavior. For example, your organization may be looking for an analyst. There is a great deal of detail-oriented abil- ity required in the role. A question you might ask is: "Tell me about a time where you were responsible for a project that had a short deadline and needed top notch quality. How did you complete the project and ensure it met standards?" You want to ask questions that will help you determine the appli- cant's personality, work ethic and skills. There are a number of re- sources on the web that can assist you with developing behavioral based questions. Another critical point of the interview process is to get the right interviewer. Ask the manager to par- ticipate in the interview. They will be interacting with the person most fre- quently and need to have input on who is placed in the position. INTERVIEW FOLLOW-UP After all of the interviews have been conducted, review the applicants and select those that stand out. If you have more than one outstanding candidate you may need to consider a second interview or ask them to participate in a career assessment test. From the results, you can identify strengths and weaknesses of the can- didate and assess which job seeker possesses the most skills/traits needed by the team or organization. AgCareers.com offers a number of career assessment tools. For more information on these tools or for more tips on constructing an effective inter- view, please contact AgCareers.com at firstname.lastname@example.org. AM HIRING THE RIGHT PEOPLE EVENTS Upcoming AgCareers.com Visit www.AgCareers.com for details The Scoop on Recruiting Get in the 'Hot Seat' December 12, 2006 Webinar BUILDING ONLINE COMMUNITIES TO DRIVE SALES Providing your Web site visitors with interactive tools and the con- tent they value can help develop a loyal group of visitors. More com- panies are building online commu- nities to spotlight new products and services and to help drive sales. Some key software applica- tions being used to build online communities are polls, message boards, blogs, and e-newsletters. Polls provide a controlled way for visitors to share opinions and pro- vide feedback. Message boards and blogs also allow visitors to post opinions and ask questions on any topic. However, make sure these features are monitored to maintain a clean site. Mailing lists are another key tool used to help build and main- tain online communities. Subscrip- tion-based e-newsletters help you keep in touch with your Web site users and remind them to return to the site. They also present an oppor- tunity to promote new products, services or new Web site features. Over the years, Farms.com has built an active online community. We have grown to 100,000 regis- tered users and we send over 250,000 e-mail newsletters per month. Visit www.farms.com/ fnewslet/newsletter.asp for sample e- newsletters. For more information, visit www.agpromote.com, part of the Farms.com Web site, or contact Joe Dales at email@example.com; 877/438-5729, ext. 5013. AM Employer Tip: "Our strategy for hiring is to screen applicants for skills, knowledge, abilities and most importantly cultural fit." --- Ashley Buck, Human Resources Specialist, Becker Underwood