Magazine article Journal of Property Management

Hiring for Personality

Magazine article Journal of Property Management

Hiring for Personality

Article excerpt

Interviewing is 95 percent about personality and 5 percent about qualifications. To find out the personality of a candidate, some careful thought should be given to what questions you ask. The good of your company and the happiness of your current employees depend on it.

First, put them at ease. Make your candidate comfortable by explaining the format of the interview. Putting your interviewee at ease helps bring out the information you need to make that crucial decision. If a person feels secure, he or she will be more forthcoming.

Don't take "yes" for an answer. Use openended questions; not "Do you like people?" but "Describe a person you like." Follow up with a "rolling why." Ask a question, get a response, and then get the candidate to comment further by asking why or prompting him or her to give an example. Once you establish a rhythm, the candidate will get comfortable.

Find out if the person can do the job. Ask an interviewee to tell you three professional accomplishments. When he or she describes the achievement, probe and ask for details. If an applicant can't or won't tell you how he or she raised occupancy, that may tell you the candidate might not be able to do what is claimed.

Ask the tough questions. "Do you gamble?" followed by, "What type of gambling? How much have you lost?" "Do you take drugs other than marijuana?" I always get an interesting response to that one. Besides attitude, gambling and drugs are the two most common reasons people lose their jobs. …

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