Rick's Business of Audiology Blog

Hire the Best Person?

Sometimes I plan to hire the "best" person.

Normally I consider hiring is a very imprecise task and I really want to hire someone good and give them a chance to demonstrate excellence.

When this is the case I will inspect the applicants as they appear and hire the first good choice that I find.

Make it easy for me to hire you and you have an advantage.

Rick

Professional References

When you are applying for a position references are important. I am checking references to confirm what you wrote, or said, and to get to know you better before we talk seriously.

I am only checking references if you have my attention and I am considering you. I don't know where the "3" rule came from. I once had someone who listed 10. I wanted to fill the position quickly. I was able to get ahold of 4 of the 10 in the next half an hour two of which were people I knew so they had a whole lot of credibility. The applicant had accepted the position within 90 minutes of my receiving their resume and letter of interest which was sent to me as an e-mail attachment. Weeks later I was still receiving mailed resumes.

Professional references are necessary for professional positions. Personal references are important if the position is managerial or visible external to the organization. A person with great personal references puts themself at an advantage.

If you list a reference that is someone I know it helps. They have more credibility and typically respond quickly to my inquiry.

Personal references are very important if you list something on your resume or cover letter that is not directly work related. If you want me to think favorably because you were president of a service organization or professional association, then a reference relating to that activity helps. School instructors can be surprisingly helpful long after you left school. They are typically very good at responding quickly.

Let me know how your references relate to you. John Smith – Co-Worker at XYZ Inc. Mary Adams – I reported to her as she was the Owner at XYZ. If you make me guess I may guess wrong.

If you have anyone you don't want me to contact then be sure to tell me. If your search is being conducted without your current employer's knowledge then let me know. I do understand there are times when employers are kept out of the loop; and you can expect I will ask how they earned that situation. You can list a reference as someone not to check without talking to you first. If you list something on your resume and it happens to relate to someone I know, I am likely to call or e-mail to check. I have e-mailed people I know about someone before I have finished reviewing their information.

Your online presence is a reference, like it or not. I will check if I am interested. I live in the same world you do. It doesn't need to be perfect. In fact a few imperfections make it feel more real to me.

Remember, I view your references as a way to confirm what you have told me and to gain confidence in you as the best person for the position.

Resume: Applying for a Job

Resume's and letters of interest fascinate me, sort of. I feel badly when I see something that someone has slaved over, perhaps for hours, and submitted with nervous anticipation then I look at it for two seconds and it is rejected. Unfortunately the legal system we have in the U.S. A. makes it highly unlikely you will ever be told directly why your resume is rejected even in the unlikely event the reader has the time to explain it to you. Occasionally when I see something from someone who catches my attention I will take the time, as a Business Coach, to let them know. But this is rare unless I am specifically asked by someone who sincerely seems to want to know.

Your resume is an advertisement of your ability to be a desirable candidate. An outstanding letter of interest and resume is a lot like a Yellow Pages or Newspaper ad. Its purpose is to get someone to respond to you favorably.

I may not be the norm; but if I am reviewing your resume:

I want it easy to read. Miniature print, I think often to get more words on a page, is bad. Fancy fonts are also bad. Often I am seeing a fax or copy of your resume.

I want it accurate. If you don't have the degree or didn't do something don't include it. I may check.

I want it real. If it reads like it was copied from a resume book I quickly lose interest.

I want it short. Your resume enables me to determine you meet minimum requirements, degree, etc.

I want one you wrote. If you hired it out then I feel it ought to have a disclaimer.

I want it to catch my attention. If it tells me you are special in a way I need it will get more time.

I want it complete. If the position advertisement asks for something, and you don't list it, I will probably assume you don't qualify.

I want it easy to take the next step. References available upon request will get your resume behind one where I can just check. I like to be able to e-mail as an initial reference check procedure, calls can take forever.

I like attachments. If your letter of interest catches my attention and your resume confirms you meet the qualifications, I am immediately looking for additional information. A copy of your degree adds confidence, an article or paper you wrote may be of interest, references I know and can check easily and quickly are good. I will look up your Facebook page and Google search for you if I am interested. A Facebook invite is appreciated, even if I don't accept.

Job Interview Questions

Here are a couple of my favorite situational interview questions.

I will preface this with the concept that I believe interview questions fall into three categories; technical skills, personal skills, and situational. Each is important to consider.

Technical skills are things related to the professional technical skills of the job. Do you have a degree? Are you licensed? When might you fit an Agil as opposed to an Ino? Technical skills are often the easiest for the employer of the personal service business because they are the focus of the work product. Technical skills are also typically easiest to verify when checking references and can also be tested in the office. Don't be afraid when interviewing someone to have them perform, doing things with patients, or a test subject, under your direct supervision. Take into account they might be nervous but it is worth your effort to see them perform. Most of these items will be listed in the position description and many will be covered with the resume, cover letter, or job application.

Personal skills are things related to the person. Can you speak, write, and understand English, Spanish, or Russian? Can you lift and carry 25 pounds? Can you drive? Can you work in downtown San Francisco? Would you welcome the opportunity to work evenings and weekends? It is important to only ask questions here that are related directly to the work to be performed. But be willing to confirm anything necessary. If the job requires flying into remote villages in a small plane then it is appropriate to confirm the person is willing to do this. It the position requires driving from one office to another it is good to confirm the person can do this. Most of these things, perhaps all, will be listed in the position description. Often the person being interviewed can just read them and confirm. It is wise to avoid any question that isn't directly related to the job to be performed in particular; age, sex, marital status, number of children, pregnancy status, child care arrangements, height, weight, native language, where parents were born or any question that would require an applicant to reveal this information when answering.

Situational are things related to the match between the specific position and the person. These are typically the most interesting and fun part of the interview. It is also where you separate the stars from the duds.

Q: Describe to me your ideal work situation or job.

Concept to reveal: It is interesting to me how many people never have really identified what an "ideal" work day, or work year, would actually be. Great employees seem to always have a good idea of what they want. As an employer it is always good to know what their ideal situation would be, because the closer you can match the position with the ideal the more the employee will value the job. Often an interviewee will bring up things that you can do for them, if you only knew. Great employees often mention things you would like to have them do, but hadn't considered yourself.

Q: What attracted you to this position with us?

Concept to reveal: Do they know anything about your situation? Might it match their ideal job? Great employees often give you really interesting insight into what your organization looks like from the outside. Sometimes it becomes clear that while someone has the right technical and personal skills they really aren't a match for your office. How this question is answered, in particular just after they tell you about their ideal, tells you a whole lot about the persons understanding of the situation. The better they understand the situation, the more likely they are to be great employees.

Q: What do you want to be doing in 10 years?

Concept to reveal: Do they know, and can you help them achieve it. If they don't know it isn't always bad, just a blank slate for you to color in for them. If they know and you can help them achieve it then you have a great opportunity. If it isn't in line with what you can offer then it doesn't mean they aren't a good hire now, but it can mean you know you are helping them get somewhere else. The time isn't specific. For a summer intern it might be a way to confirm this is a summer position. For a professional they may tell you they want to be an owner, or not.

Q: Describe your ideal boss?

Concept to reveal: Do they know? Typically this brings up a discussion of past bosses and what they liked and didn't like.

Q: What makes you special? Or: Why do you believe we ought to hire you?

Concept to reveal: What do they think makes them special? Most interviewees don't answer this question well. Either they don't know, won't commit, or demonstrate cluelessness by answering as if they know it all. Their answer gives a lot of insight to them as people and what they think your needs actually are. However anyone that can answer this appropriately is demonstrating a lot of capability. If they indicate that what they want to do is what you need done then kudos.

Interviewer: I think this is often a good time to summarize your position and what you expect. Sometimes this is a good time to conclude if there is an obvious mismatch. Typically both you and the person you are interviewing will both feel the same way.

Q: Do you have any additional questions about the position?

Concept to reveal: It gives them a chance to answer, and you a chance to

Q: Based upon our discussions and your understanding of the position; what would be an appropriate compensation package for you?

Concept to reveal: Are they capable of being honest and clear? Are they realistic? Often interview coaches tell the employee not to answer this directly. If the applicant cannot answer such a basic question directly then I wonder about the future.

Rick

Makeup and Beer

She told me we could no longer afford beer.

I told her perhaps we could skip makeup and buy beer; as beer is cheaper.

She said she needed the makeup to look good for me.

I told her that was what the beer was for.

I think she's gone for good.

~ Anonymous

Test Ideas

Great ideas rarely get better by thinking, talking, and studying. More than likely they get worn out and lost.

Ideas get better by testing. Testing focuses all the talking, thinking, and studying into results.

Think about the last time you had an appropriate potentially blockbuster marketing idea that fits you, your business, and your brand. You thought about it, perhaps even got a little excited. Then studied it and perhaps talked to someone about it. But never did anything with it.

Why not just test it?

Often testing is surprisingly easy to do, if emotionally challenging. If you have an idea, and you test it, and it doesn't work, then you must deal with it internally. If you only test once every couple of years it can be tough. It you make it a part of your personal and business culture to test then it becomes normal to test, and some will work.

When I was in college I often had dates with girls that were the envy of other guys. They were often way above my social grade. I wasn't tall dark and handsome, or rich, or particularly attractive, or the kind of person you would think the "trophy" dates would say yes to. I had zero money to spend and most of the time no car. However I learned early that in every dorm on a Friday or Saturday night there were a bunch of guys wishing for a date, and not far away a bunch of girl's wishing to be on a date. Sorority girls weren't much different. I viewed a sorority house as a nicely wrapped box of girls just waiting to be let out. I wasn't one to sit around with the guys on Friday evening. So I would test "market" what would work. It was sort of like fishing. Not every cast caught one, not everyone caught was worth the effort, but over time I caught far more than my share. I attributed it to my willingness to test to see what actually worked in the dating world, while most of the guys just wondered, or dreamed, about what it would be like to be with, I don't know, whomever. Yes, I heard a lot of no's, and some very creative no's. But if you never step up and take a swing you will never hit it down the fairway.

I recently talked to an Audiologist who had what I thought was a great idea for them. No, it wouldn't work for everyone, but it fits their style and their target market. They then "ran it buy" the marketing person from their vendor, who told them he had never heard of anyone doing it before, and they wouldn't co-op it. So the Audiologist decided not to use his idea and use some material from the vendor. I encouraged him to test it anyway. So far the answer is no.

A grand opportunity lost; perhaps forever.

Leadership and Captain James T. Kirk

This article from Forbes online, by Alex Knapp, is worth a read even if you are not old enough to remember Star Trek. The points are from the article and the comments below are mine. The link to the article is below and worth following.

1. Never stop learning. There is a difference between reading for fun, and reading to learn. There is a difference between talking to a colleague and learning. There is a difference between attending a conference and learning. Always take the path to greater learning.
2. Have advisors with different views. Spock and the Doc and the Scott were all very different in their view most every time. Kirk listened, but then made his own choice. If all your advisors are Audiologists then you are missing out.
3. Be part of the away team. Go and see for yourself. Always spend time in front of patients in your target market.
4. Play Poker, not Chess.
5. Blow up the Enterprise. There are times when you must punt (Ok, football) to win. Kirk blows up the Enterprise and lives to pursue his vision another day.

http://www.forbes.com/sites/alexknapp/2012/03/05/five-leadership-lessons-from-james-t-kirk/2/

Rick

What Makes You Smile?

Whatever it is, try to spend as much time as possible doing it.

Rick

You are the CEO

You are the Boss of You. You are the CEO of your life. (CEO = Chief Executive Officer for the non-business people reading this.)

I was talking to a person who told me they had never been given the chance to be the Boss. How wrong they are! Everyone is the Boss (CEO) of their life. You, I, our friends, everyone is the Boss. You are a business of one and you are the Boss of that business.

You may have one customer; typical of someone with one job and therefore one employer. Or you may have many customers; typical of individual personal service businesses or people with multiple jobs.

Either way you are the Boss of You.

As the Boss of You it is important to consider your cash flow, in and out. It is important for you to consider your products, what you can do for others. Your current products answer the question: Why will someone hire or pay you? It is important for you to consider your future, what will you be able to offer as products in the future. Your future products answer the question: Why will someone hire or pay you in the future? And will they pay you more than they will now.

You are the Boss at 18 and at 80.

You are your Boss right now.

Now that you know you are in charge, what is your plan?

Opportunity Costs

When purchasing a business, or anything for that matter, it is wise to consider all three of your opportunity costs.

1. Dollars
2. Time
3. Emotional Energy

An opportunity cost is the cost of what you could do with the resource if you didn't buy the business.

Dollars: If a business is going to cost you $100K then the opportunity cost to you is what you could do with the $100K if you didn't spend it on the business. For example: You could buy something else with the money. With $100K you could buy some bonds and collect a few dollars a month doing nothing.

Time: Your time is a limited resource. If the new business is going to take your time then it is limiting your ability to spend that time somewhere else. You could expand your current business. Develop another skill set or watch more TV.

Emotional Energy: And then there is the often overlooked emotional energy tank. I believe each of us has a certain allotment of emotional energy. If we use it to do things we love then those things tend to increase our allotment. If we do things that are unpleasant or overly stressful it reduces our allotment.

If the purchase is not a good investment of all three then you want to be cautious.

I know this will help some of you.

Rick