1- why you joined previous organization? 2- why you left that job? 3- what you were hired to do? 4- what was your biggest achievement and what they did to get that done? 5- what impact you have made in that company while your were working? 6- what did you enjoyed at abc company? Or what you were passionate about? 7- what 3 skills your are currently developing on to get elevated to next level? 8- what question I haven't asked you that you were expecting me to ask?
Welcome back! I have a new book called the Seven Master Steps to Hiring A-Players that might help you out. you can grab it on my site. I'd love to get your feedback on it. www.simplehiringsystem.com
I really agree on a lot with your 7 question Dos. Potential A-Tier candidates are always up-to-date and there's nothing they love to do more than share about it and explain how they think a new skill is going to be important, add value to a process/personal or how it will allow them to solve a problem they didn't have the capability/tools before. Therefore, they are always taking a course, seeking certification, or even trying to learn something on their own or their peers. Meanwhile, I've met C-Tier employees, if you ask what they learned in the last 10 years of working in a corporation, at best they'll be able to list without any fuss the mandatory tools to do his day-day operations.
Good advice. I've met too many people (usually in medical facilities) who seemed like they were hired just because they fooled the hiring manager, and are only still there because they know they can't get a better job somewhere else and the people in charge don't want the hassle of looking for better people. Sometimes, they even get promoted/transferred to a job higher up the ladder, in spite of having been mediocre or worse at their last job, and occasionally, may become even bigger jerks as a result of the increased power. Makes it all the more important to weed people like that out in the hiring phase. You don't know how far they may get or how much damage they may do if you merely take a "good enough" or "let's hope for the best" approach to hiring.
Ok so I had to interview last week I sounded like a robot, pretty Intimated on the interviewer side. After watching this video several times and using the questions, I felt so comfortable, natural, but most importantly I got to really know the interviewee not based on feeling but off very solid information worth analyzing them for the job. Thank you for this video! I have a few more this week!
I hired a guy once with my boss was out of town. People can be unpredictable. In 4 hours of training, this is what he did: -Showed up 10 minutes late. -Was whining about how he “felt like he’s in high school”. -He talked a woman out of a $70 purchase claiming our product was no good. -He continued whining. -He requested to be transferred to a different store in hopes of more money and hours. The next day, when my boss met him, he lasted two hours before getting fired.
What if I'm a hard worker and love to learn n be in a positive mindset but don't do well in interviews no matter what I try, I have ADHD and in interviews I go blank, I just answer straight forward.
In case of employees past , it may be due to his previous firm did not have that resources to work and present his abilities .....but in actual while taking interview what kind of approach the person is having more important
Hey Don hope you are doing well. Very nice and informative video. These tips are very useful not only for the interviewer but also for the candidates who are going to face an interview. Your explanation gives an idea about what an interviewer wants to know and how to answer it properly.
Thanks for all these key points into how to conduct an interview and what questions to ask. One thing from me that i did not like was the fact that if the person being interviewed screwed something up - C player, ditch them. I think we should offer chances to people that dont check all the boxes too, otherwise they will never get a chance to be better and to grow. It seems like if they messed something up in the past or they just cant think of the right answer at the interview they should not be hired and i think that is not fair
Just finished an interview with candidate. He nailed all questions except why he left his last job. Then we went off mounting his ex boss. That was a big NO for me. Even if its true, its red flag. That means he will talk about me and my company as well.
I fully disagree with minute 4:40 about resources. This can and will completely affect a person's ability to complete their job. I have worked in sales and the tiny engineering staff could absolutely not support me. Very unfair comment that that would make some a "C player." I get the responsibility piece, but for the love of God man, working at under-resourced companies is a very real thing.
I recall a co-worker looking for a new position. Several others from our same company had also interviewed with the company. He laughed when he told me he didn't have to spill any dirt because the interviewer told him he had already heard how bad it was and told him the things he had heard! Some places get a rep for being hard to work for and in those instances, if one did not take these tips with a grain of salt, you can expect the A candidate to be the one who can come up with the best bs instead of truth. I wouldn't want that candidate.
So to be an A player one needs to have accomplishments with a wow factor, be working on three new skills at any given time, come up with really interesting questions that you didn't think to ask them and I am probably forgetting something else that you mentioned. I am left wondering how many people like that do you hire, where do you find them, and how can you be sure that their answers are genuine and they are not just well prepared to tell you what you want to hear? You are talking about hard data for an informed decision, but this does not strike me as a very scientific way to approach the interview process.
I agree to some points but wonder how many employees he is employing n recruit or fire..! As i am a young entrepreneur n business person. Love to hear from our experiences older persons.
There is not question you know more than me on the subject you are talking about. But I still feel it is not as 0 and 1 (or a and c) as you have made to look in the video. Not all jobs/industries/company situation have the opportunity where you can create that alpha you are expecting in each of the questions. Secondly, if you are going to ask questions that have a well define "right" answers and "wrong" answers, as you have clearly demonstrated for all the question, there is a good change the candidate has "prepared" the right answer. While you may be smart enough to see through if the answer is just "right" or "right" and "honest", a lot of interviewers may miss it. I have never taken any important interview round, but through general life experience I feel the questions which do not have a "right" or "wrong" answer helps you understand better what you are looking for? I would be happy to hear your thoughts and even better if you can come up with some questions that do not have a right or wrong answer but still sharp enough to tell you what you are looking for.
What to do if you had successful interviews with a company and they gave you a call that you were accepted and they are waiting your confirmation on the salary, the salary was less than the average for your peers even within the same company, however they have increased it a little bit, so you tried negotiating the benefits, their answer was no extra benefits will be granted to you, then you accepted the proposal and they said they will give you an offer and you will be contacted by the hiring team, then when you were following up they replied with the email which they thank you and they decided to move with another candidate, they even didn't want to answer your phone call nor call you, what would you do in this situation?
I posted a normal data entry job only 15.50 per hour part time Monday, Tuesday, Wednesday, and had over 24,000 applicants within the first hour. No customer contact, no cash handling, no behind the counter work, no weird hours. I guess real normal people want a real normal job. I had what everybody wanted and the absolute power to say yes (or no) Thankfully, I have a secretary to screen all of my phone calls, you will never get through to me directly . . .
Some of these questions are for big businesses and not small businesses. These questions don't pertain to the interviewees who worked at Wal mart and fast food chain in their previous employment.
I work really great with leaders, when I have some one to work with, but I dont need all the support just a work or two of support is enough for me, that when I do some mistake there will be some leader to guide me how to correct it, not take the blame for it, but just give direction, but the companies want total independent employees, So how can I explain this to the interviewer. Because some people work good with a leader and some works good alone . So how to deal with this situation?
These questions are the toughest to answer. Your measure of A players is really a measure of how good they are at interviews, because candidates that did not prepare for these questions are very likely to give poor answers.
Absolute horse-spit. The very notion of "A" players or "C" players reveals the failure of modern hiring policies/theories. Many companies hire people that look good (they are fit, attractive, and etc.), are charming, and have the gift of gab. They chat folks up as a matter or course. But, in practice, they are outstanding at internal politics and little else. They get promoted or move on to another company, and when you look at their body of work, you cannot identify what they did of value. These are your "A" players, because they realize the work environment is a f@#king game and they are masters of the field. Truth: Every role does not have a path for development or promotion. Truth: Companies are not loyal Truth: All management is not "good" Truth: The rule: "Perception is everything" /"Perception is truth" benefits the skillful and makes a fool of the arrogant.
What if you left your former employer because you were sexually harassed? Since you’re not supposed to trash talk former employers, how do you address something like this in an interview when they ask why you left your former employer or why you are looking for a new position here?
if you think discussing your open wounds about sexual harassment with a prospective employer will help you win the job, then do that, but if not, consider a different path that is still true, but isn't uncomfortable to discuss.
@@DonGeorgevich Thanks. Just to be clear, this is completely hypothetical and hasn’t happened. I was just thinking outside of the box and am really confused about what to say when they ask why you left your former employer if something like that did happen.
Mr. money C player that’s cap what’s the reason you want a new job or leave your old job money inspiration of money grow your family given giving them the difference between wants and need I don’t agree with your money. Logic only comes with somebody that makes great money, not hating, you should change your outlook of people. Some people want money to grow their family.
Yeah, I kind of agree. To me, there’s a big difference between a person who asks for raises all the time versus a person who asks what do I need to do to get a raise or what would you like to see me improve to justify my next raze? I think any reasonable manager would be happy to give their guys raises that deserve them and have worked for them.
I have had some truly shocking interviews with hiring managers where I wonder how the hell they got to their position. They are clearly socially awkward, have no idea how to make an introduction or hold conversation in a way that allows a candidate to demonstrate soft skills and higher level thinking.
You focus on control? Focus on skills. Everything else is all about finding else is about manipulation. People work for money. Words like passion are just lies. People work to live. You are giving horrible advice.
I think you are slightly misinformed. People don't work for money -- that's part of the reason of the #GreatResignation. ua-cam.com/video/TUdTi7clrIQ/v-deo.html People want to work jobs that offer growth, education and learning. People want to work for a nobel cause. People want to work with others who push them to grow. Money is important, but it's not at the top of the list.
Bullshit. Of course we change jobs not just for "challenge" or "career growth" but for money too. Calling them a "C" player just because of that is just stupid. You might be missing a good hire. People get motivated by money, not just career satisfaction. Many of the advice in this video is good but that money comment is just so stupid and oblivious.
I agree. There is absolutely nothing wrong with taking a job for money. Most of us work because we have to, we aren't in it for the whole "live to work" thing.
Obviously, the best are not hired. The worst are hired, not best. For if the best were hired, we wouldn't experience Internet Bust crisis of 2000 - 2002, Financial crisis of 2008 - 2009, and this last crisis, the crisis of all crises, the crisis in making. It was not my late grandpa, Stevan, who was in charge during these slumps. Nor it was my insignificance. Nope, far from it. Employed people, you, you, you, are the guilty ones. You and only you, nobody else. And the whole HR infrastructure must be dismantled for good.
It's always about the money.. It's just who's the better liar to BS their way through dumb stuff like career development.. It's hilarious that you think people actually care about anything else.
1- why you joined previous organization?
2- why you left that job?
3- what you were hired to do?
4- what was your biggest achievement and what they did to get that done?
5- what impact you have made in that company while your were working?
6- what did you enjoyed at abc company? Or what you were passionate about?
7- what 3 skills your are currently developing on to get elevated to next level?
8- what question I haven't asked you that you were expecting me to ask?
Some years ago, i watched this channel for tips on how to get a job and now i reference it again from the other side of the table. Thanks.
Welcome back! I have a new book called the Seven Master Steps to Hiring A-Players that might help you out. you can grab it on my site. I'd love to get your feedback on it. www.simplehiringsystem.com
Ditto
Same!
What the hell
@DonGeorgevic man
Im a first time employer and will be interviewing my first candidate today. Thanks for this video im looking forward to asking these 8 questions
Thank you for this information. I will be interviewing someone tomorrow for my 1st time. This was very helpful!!!
I really agree on a lot with your 7 question Dos.
Potential A-Tier candidates are always up-to-date and there's nothing they love to do more than share about it and explain how they think a new skill is going to be important, add value to a process/personal or how it will allow them to solve a problem they didn't have the capability/tools before.
Therefore, they are always taking a course, seeking certification, or even trying to learn something on their own or their peers.
Meanwhile, I've met C-Tier employees, if you ask what they learned in the last 10 years of working in a corporation, at best they'll be able to list without any fuss the mandatory tools to do his day-day operations.
Love all the explanations behind the questions. So useful and insightful! Great videos
Appreciate the advice, you've lifted my interview game to a new level
Good advice. I've met too many people (usually in medical facilities) who seemed like they were hired just because they fooled the hiring manager, and are only still there because they know they can't get a better job somewhere else and the people in charge don't want the hassle of looking for better people.
Sometimes, they even get promoted/transferred to a job higher up the ladder, in spite of having been mediocre or worse at their last job, and occasionally, may become even bigger jerks as a result of the increased power.
Makes it all the more important to weed people like that out in the hiring phase. You don't know how far they may get or how much damage they may do if you merely take a "good enough" or "let's hope for the best" approach to hiring.
glad you found it helpful
That explains much about the medical & pharmaceutical industries!
Ok so I had to interview last week I sounded like a robot, pretty Intimated on the interviewer side. After watching this video several times and using the questions, I felt so comfortable, natural, but most importantly I got to really know the interviewee not based on feeling but off very solid information worth analyzing them for the job. Thank you for this video! I have a few more this week!
Wow this is great content , I'm interviewing candidates over the next coming weeks , I'll definitely income these
I hired a guy once with my boss was out of town. People can be unpredictable. In 4 hours of training, this is what he did:
-Showed up 10 minutes late.
-Was whining about how he “felt like he’s in high school”.
-He talked a woman out of a $70 purchase claiming our product was no good.
-He continued whining.
-He requested to be transferred to a different store in hopes of more money and hours.
The next day, when my boss met him, he lasted two hours before getting fired.
The people who are hiring needs to be great to know who are the great people.
What if I'm a hard worker and love to learn n be in a positive mindset but don't do well in interviews no matter what I try, I have ADHD and in interviews I go blank, I just answer straight forward.
Since I’ve been using these questions, I have hired so much better! Every one of my new team members has been a home run. Thank you!
that's awesome. so glad to hear that. Have you seen my new system for hiring? you can take a look here: www.simplehiringsystem.com
If you interview a person wtih many acomplishments but he was fired in his last job. You decline him
@@jorgea.mirandagonzalez3042your view is limited.
In case of employees past , it may be due to his previous firm did not have that resources to work and present his abilities .....but in actual while taking interview what kind of approach the person is having more important
Hey Don hope you are doing well. Very nice and informative video. These tips are very useful not only for the interviewer but also for the candidates who are going to face an interview. Your explanation gives an idea about what an interviewer wants to know and how to answer it properly.
Great Video! Love how in-depth you explain these Questions :D
Thanks for all these key points into how to conduct an interview and what questions to ask. One thing from me that i did not like was the fact that if the person being interviewed screwed something up - C player, ditch them. I think we should offer chances to people that dont check all the boxes too, otherwise they will never get a chance to be better and to grow. It seems like if they messed something up in the past or they just cant think of the right answer at the interview they should not be hired and i think that is not fair
Just finished an interview with candidate. He nailed all questions except why he left his last job. Then we went off mounting his ex boss. That was a big NO for me. Even if its true, its red flag. That means he will talk about me and my company as well.
I fully disagree with minute 4:40 about resources. This can and will completely affect a person's ability to complete their job. I have worked in sales and the tiny engineering staff could absolutely not support me. Very unfair comment that that would make some a "C player." I get the responsibility piece, but for the love of God man, working at under-resourced companies is a very real thing.
I recall a co-worker looking for a new position. Several others from our same company had also interviewed with the company. He laughed when he told me he didn't have to spill any dirt because the interviewer told him he had already heard how bad it was and told him the things he had heard! Some places get a rep for being hard to work for and in those instances, if one did not take these tips with a grain of salt, you can expect the A candidate to be the one who can come up with the best bs instead of truth. I wouldn't want that candidate.
I also disagree with what he's saying it sounds just really toxic.
you are such great !
So to be an A player one needs to have accomplishments with a wow factor, be working on three new skills at any given time, come up with really interesting questions that you didn't think to ask them and I am probably forgetting something else that you mentioned. I am left wondering how many people like that do you hire, where do you find them, and how can you be sure that their answers are genuine and they are not just well prepared to tell you what you want to hear? You are talking about hard data for an informed decision, but this does not strike me as a very scientific way to approach the interview process.
So thankfull to learn from you! Regards Don!
many thanks
These are incredible! Thanks for sharing!
I love you sir respectfully
I agree to some points but wonder how many employees he is employing n recruit or fire..! As i am a young entrepreneur n business person. Love to hear from our experiences older persons.
Great video. You have helped me greatly.
There is not question you know more than me on the subject you are talking about. But I still feel it is not as 0 and 1 (or a and c) as you have made to look in the video. Not all jobs/industries/company situation have the opportunity where you can create that alpha you are expecting in each of the questions.
Secondly, if you are going to ask questions that have a well define "right" answers and "wrong" answers, as you have clearly demonstrated for all the question, there is a good change the candidate has "prepared" the right answer. While you may be smart enough to see through if the answer is just "right" or "right" and "honest", a lot of interviewers may miss it.
I have never taken any important interview round, but through general life experience I feel the questions which do not have a "right" or "wrong" answer helps you understand better what you are looking for?
I would be happy to hear your thoughts and even better if you can come up with some questions that do not have a right or wrong answer but still sharp enough to tell you what you are looking for.
What to do if you had successful interviews with a company and they gave you a call that you were accepted and they are waiting your confirmation on the salary, the salary was less than the average for your peers even within the same company, however they have increased it a little bit, so you tried negotiating the benefits, their answer was no extra benefits will be granted to you, then you accepted the proposal and they said they will give you an offer and you will be contacted by the hiring team, then when you were following up they replied with the email which they thank you and they decided to move with another candidate, they even didn't want to answer your phone call nor call you, what would you do in this situation?
Call Mitch Bryant
Move along to your next lead.
There's a saying in sales: Some will, some won't. So what? Next!
What Mark said. Move on, get something better. That kind of dilly-dallying is a bad sign.
@@dengueberries Our time is too valuable, especially in the present job market, to waste seconds out of our lives on bad actors.
Excellent I love it! I appreciate these questions. Thank you
Last 2 Qs are 💥💥💥💥
I posted a normal data entry job only 15.50 per hour part time Monday, Tuesday, Wednesday, and had over 24,000 applicants within the first hour. No customer contact, no cash handling, no behind the counter work, no weird hours. I guess real normal people want a real normal job. I had what everybody wanted and the absolute power to say yes (or no) Thankfully, I have a secretary to screen all of my phone calls, you will never get through to me directly . . .
aweeeesome! helped me do my interviews!
many thanks
Some of these questions are for big businesses and not small businesses. These questions don't pertain to the interviewees who worked at
Wal mart and fast food chain in their previous employment.
Very helpful.
Very good advice!
Fantastic!
Thanks ❤😊
Do you consult companies in their hirings (USA company) ?
Don, you are awesome!
many thanks
I work really great with leaders, when I have some one to work with, but I dont need all the support just a work or two of support is enough for me, that when I do some mistake there will be some leader to guide me how to correct it, not take the blame for it, but just give direction, but the companies want total independent employees, So how can I explain this to the interviewer. Because some people work good with a leader and some works good alone . So how to deal with this situation?
Nice vlog,very informative and really helpful.
glad to hear it helps.
Now I know why I didn’t shine in a few interviews!
These questions are the toughest to answer. Your measure of A players is really a measure of how good they are at interviews, because candidates that did not prepare for these questions are very likely to give poor answers.
I tried to buy your book but it required a password. Send me in the right direction.
just go to: www.jobinterviewtools.com
These are excellent questions, some I didn’t even think about asking
What's a top talent in your view?
C player lol ✌🏻👼🏻🤟🏻
Any specific questions I should ask when hiring for a sales position?
Absolute horse-spit. The very notion of "A" players or "C" players reveals the failure of modern hiring policies/theories. Many companies hire people that look good (they are fit, attractive, and etc.), are charming, and have the gift of gab. They chat folks up as a matter or course. But, in practice, they are outstanding at internal politics and little else. They get promoted or move on to another company, and when you look at their body of work, you cannot identify what they did of value. These are your "A" players, because they realize the work environment is a f@#king game and they are masters of the field.
Truth: Every role does not have a path for development or promotion.
Truth: Companies are not loyal
Truth: All management is not "good"
Truth: The rule: "Perception is everything" /"Perception is truth" benefits the skillful and makes a fool of the arrogant.
I can sympathise with some of these thoughts but would also welcome a response from Georgeovich.
C player spotted 😂
What if you left your former employer because you were sexually harassed? Since you’re not supposed to trash talk former employers, how do you address something like this in an interview when they ask why you left your former employer or why you are looking for a new position here?
if you think discussing your open wounds about sexual harassment with a prospective employer will help you win the job, then do that, but if not, consider a different path that is still true, but isn't uncomfortable to discuss.
@@DonGeorgevich Thanks. Just to be clear, this is completely hypothetical and hasn’t happened. I was just thinking outside of the box and am really confused about what to say when they ask why you left your former employer if something like that did happen.
Mr. money C player that’s cap what’s the reason you want a new job or leave your old job money inspiration of money grow your family given giving them the difference between wants and need I don’t agree with your money. Logic only comes with somebody that makes great money, not hating, you should change your outlook of people. Some people want money to grow their family.
I'm so surprised how poor advice this guy gives. Someone asking for better wages is "C player" behavior?? Lmao.
Yeah, I kind of agree. To me, there’s a big difference between a person who asks for raises all the time versus a person who asks what do I need to do to get a raise or what would you like to see me improve to justify my next raze? I think any reasonable manager would be happy to give their guys raises that deserve them and have worked for them.
I have had some truly shocking interviews with hiring managers where I wonder how the hell they got to their position. They are clearly socially awkward, have no idea how to make an introduction or hold conversation in a way that allows a candidate to demonstrate soft skills and higher level thinking.
You focus on control? Focus on skills. Everything else is all about finding else is about manipulation. People work for money. Words like passion are just lies. People work to live.
You are giving horrible advice.
I think you are slightly misinformed. People don't work for money -- that's part of the reason of the #GreatResignation. ua-cam.com/video/TUdTi7clrIQ/v-deo.html People want to work jobs that offer growth, education and learning. People want to work for a nobel cause. People want to work with others who push them to grow. Money is important, but it's not at the top of the list.
@@DonGeorgevich people want to be treated fairly. Part of that is certainly compensation
Agreed. we all want to be treated fairly and respected.
Bullshit. Of course we change jobs not just for "challenge" or "career growth" but for money too. Calling them a "C" player just because of that is just stupid. You might be missing a good hire. People get motivated by money, not just career satisfaction. Many of the advice in this video is good but that money comment is just so stupid and oblivious.
I agree. There is absolutely nothing wrong with taking a job for money. Most of us work because we have to, we aren't in it for the whole "live to work" thing.
Uhhhh..., not very useful.
How so?
If my candidate say money is their motivation, u hired
Obviously, the best are not hired. The worst are hired, not best. For if the best were hired, we wouldn't experience Internet Bust crisis of 2000 - 2002, Financial crisis of 2008 - 2009, and this last crisis, the crisis of all crises, the crisis in making. It was not my late grandpa, Stevan, who was in charge during these slumps. Nor it was my insignificance. Nope, far from it. Employed people, you, you, you, are the guilty ones. You and only you, nobody else. And the whole HR infrastructure must be dismantled for good.
It's always about the money.. It's just who's the better liar to BS their way through dumb stuff like career development.. It's hilarious that you think people actually care about anything else.
It's always money