Hiring tips from people who know - The Business Review (Albany):

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Being able to answer that question intelligentlyu might get you a job atBob Godgart, the foundedr and CEO of Autotask, isn't so interested in applicants who might actually know the answer, but he wantws to see them figure out an Godgart says that sort of question shows the analytical abilities the applicant would bring to the job. He wantse to get a sense of theird problem-solving abilities before he brings them into the Everything we do inour businesses, whethetr it is serving fast food through drive-through windows or writinhg software, starts with the people we hire.
There are a lot of maximes that describethe process--hire slow, fire fast, past behaviorr predicts future success--but hirinh is complex and evolving as generations change and the busineses environment changes. How to hire the righrt people was the topic of TheBusinese Review's Best Places to Work seminar seriesa this week. Leaders from companies that have been citecd as Best Places to Work by The Busines Review talked Mondayabout hiring. Godgart, Shaun Mahoney, presiden t and CEO of and Michael Albany regional presidentof ., talked for two hourd about their philosophies, experiences and policies. There were a lot of practical pointzs made that can helpus all.
I have been involved in interviewin and hiring decisions since typewriterds were onour desks, and the discussiob really resonated with me. I took a lot of notesz and I share themwith you. Mahoney says the cost of what he callda "mis-hire" is so large it is totallh underestimated. No longer can companiezs bring in a friend of a friend because he is a good guy with the attitudreof 'let's give this guy a try.' "Thse cost is so large you can't just give it a Mahoney says. Before you starty interviewing applicants for any job opening in your everyone agreed the firsyt thing you should do is master thejob description.
Thered was consensus about starting out with a clear understanding of what the job is that you are The three executives stressed the importancwe of having a comprehensiver job description before looking for the personb to fillthe job. "If you get the job description you know what you arelooking for," Godgartg said. Orsino called getting the job description righf critical and urged rewriting the job It is important to make sure the interviesw questions line up to thejob descriptions. "Mak e sure you are asking the righty questions forthe job," Orsino said. Godgar says his company seek s to only hire humble andsmart people.
Godgart's companhy has been doing a lot of Autotask has been doubling revenus in recent years and has consistentl been one of TheBusiness Review's Best Places to Work as it working its way up through the categories as its work force grew. Do you emphasize talent over experience? There was some disagreement here. A smaller company withoutf the resources of a corporation may find it does better providint experience for moretalentedx people, while the larger company may be able to pay for What do you ask? Mahoney focuses on results-oriented questions. "Everybodyt can make their resumw look great and talk a great game in the Mahoney said.
"I want to know what they He also asks abouttheir future. "j want to know what they want to do five yearas from now to make sure they are a greag fit for thelonger term." Godgart asks what they do away from "It makes a difference what they do with the rest of theie life."