This webinar provides tips on how to identify attributes of positive psychology, how to judge if a person is genuine or fake so that you avoid hiring bullies.
Objectives of the Presentation
Why Should you Attend
- Twelve easy tips anyone can do to avoid making hiring mistakes
- What we do that makes it easy for dysfunctional people to be hired
- What is behavioral interviewing and how to make conducting one easy?
- Questions are important but just as important is interpreting answers - How to do both
- The 10 things everyone involved in the hiring decision has to do to avoid making hiring mistakes and they are not that hard
- Signs to tip you off that the charming, capable person you are interviewing may not be the employee of your dreams
Hiring people is the most important thing employers do. When you hire a person for your company, your decision will not just affect how that person performs that job, it will affect how everyone in their work group(s) performs their jobs as well.
The bullies, the liars, the passive - aggressive people and the sociopaths are the four types of people, who will ruin ethical, hardworking and talented people right out the door of an organization regardless of compensation, benefits, perks and work life balance. Had the employer known for what to look and the right questions to ask, they could have easily known to skip getting to know that person any further.
Experts estimate that roughly, 1 in 25 Americans is a sociopath and one study alleges narcissism is growing a rate relative to the growth of obesity!
Dysfunctional applicants can be some of the most polished, capable and charming people, you've ever encountered. How to look past the surface and see the person.
Who will Benefit
- How dysfunctional people can distort and control reality without your even noticing. How to spot when that is occurring
- What dysfunctional applicants know that you don't?
- Reading between the lines with answers and drilling down to the basis of the matter at hand - hiring the best person
- Avoiding hiring dysfunctional persons for management positions. How to avoid being overpowered in the interview and overruled by an overly dazzled interviewing group
- Safety Personnel
- Safety Managers
- Risk Management Personnel
- HR Associates
- Managers and Generalists
- Employee Relations
- Plant Managers
- Business Owners