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bohorquez
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« on: June 27, 2001, 12:53:09 am » |
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Hi all -
I'm still here!! So I would like to know how many of you have activitly took part in hiring admin temps for your job? Or maybe even your replacement?
Here's a little background information: I'm taking off 2 months of maternity leave when my baby is born (maybe more I'm not sure yet!) but definately 2 months. I want to play an active role when they look for the temp that will be here while I'm gone.
I know what software skills s/he must have etc. but what else can I do? They would need to have good personable skills, fun you know what I mean?
Do any of you have a set of questions you ask? What do you look for? How do you when you've found the right person? What is your hiring process?
Wow! I'm feeling overwhelmed! I want this person to be good so I'm not at home worrying about what's happening over there! Plus I wouldn't mind getting a couple of ideas! HELP!!!
Bridget
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countrigal
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« Reply #1 on: June 26, 2001, 01:29:35 pm » |
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I helped interview my replacement and that was a tough job. I wanted someone that bossie could rely on and become as much of a team with as he did with me, while at the same time knowing that no one is going to do everything like me. So I made notes about some of the characteristics that would be required to do the job. Having these in hand helped me when judging interviewees. Also, since bossie admited to not knowing the computer skills needed (or even to know when he was being whitewashed) I was in charge of asking the computer skill questions. And I got particular on some of these, wanting to know which programs, what types of graphs and how'd they learn it (mainly because if they were driven enough to get training on their own or be self-taught then they struck me as having initiative to do what was needed for bossie).
Our company does Performance Based Interviewing, so all the questions have to be the same for all interviewees, asked in the same order and by the same people (we do panel interviews) and are based on actual skills and performances more than what-ifs. (ie "Give an example of a stressful situation you've encountered on your job and how you handled it. - or - Give an example of a time when you found an area for improvement. What did you do? How was it received?) And then the answers are rated on a level of 1-5 (or 10, depending on the standard for your area). ALl the panelists give the interviewee a rating and when the totals are all figured, the interviewee who rated the highest overall is the choice of the interview, then the boss has the option to go with this person or to justify why he chooses someone else. Since some of the responses show personality, how they deal with others, etc, bossie has a pretty good chance of hiring someone that will mesh with the culture of the office.
Good luck in hiring a temp.... I think that would be harder than hiring a straight replacement since you want someone who can do the job but won't change everything while you're gone..... Wishing you warm wishes from muggy AL....
CountriGal
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donnap99
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« Reply #2 on: June 26, 2001, 02:02:20 pm » |
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I did exactly the same thing -- finding an appropriate temp to fill in for me during maternity leave. Because my boss was a VP, this had to be a top-notch person.
The process was to bring in a temp for training (getting to know you, etc.) for 5 days, then she/he would be on call for when they needed to come back.
As I remember it, 4 temps came and I discounted them on day 1. Then the 5th temp was awesome. She came in on a Thursday, was there on Friday, and ds was born on Sunday! I think he was waiting to make sure the sit at work would be ok - ya think?
Good luck!
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