Executive Housekeeping Today - February 2009 - (Page 8)

FRugal (continued from previous page) • What do you look for when you hire people? • What do you think is the most difficult thing about being a manager or executive? • In your current (last) position, what features do (did) you like most? The least? This article also provides guidelines on how you should answer such questions. (http://www.datsi. fi.upm.es/~frosal/docs/25mdq. html) Three other questions could be added to this list that were suggested in an article addressing interviewing in the banking industry: • Explain an example when you had a personal conflict and how you resolved it? • Tell a time when you had an ethical dilemma and how you resolved it? • What type of person do you find difficult to get along with? (Reference: http://ezinearticles.com/?Banking-InterviewQuestions&id=108124) These types of questions delve beyond the normal questions that address work experiences, skills, job knowledge, education, and other areas. Questions, such as the above, start to reveal much about the ability of the candidate to fit in and match the culture of the hiring organization. Some research studies indicate that over 45 percent of newly hired employees will fail within 18 months. (http://www.leadershipiq. com/index.php/why-new-hires-fail) Many reasons are cited; however, a critical element not indicated in the findings is the ability of the new employee to integrate him or herself into the organization and align his or her values with the culture of the organization, and vice versa. The inability of managers to identify the right candidate who will mesh with the goals and ide- als of an organization is not only an expensive proposition, but one that could end with tragic results. “The financial cost of hiring failures, coupled with the opportunity cost of not hiring high performers, can be millions of dollars, even for small companies. And the human cost can be even worse. If a hospital hires a nurse that won’t accept feedback and alienates pharmacists and physicians, the result could be a medical error. This one bad hiring decision could cost a patient their life.” (http://www.leadershipiq.com/ index.php/why-new-hires-fail) So, from Fawlty Towers to John Cleese, and from interviews to hiring successful or unsuccessful job candidates, there is a consistent theme. The culture of an organization and the ability of the candidate, whether it be John Cleese, you, or I, to be successful in the organization will be determined by the alignment of our culture with the culture of the organization. Anything less will increase the probability that we will be in the 45 percent who fail! u © Copyright 2009. Alan S. Bigger and Linda B. Bigger. Alan Bigger, REH, is the Director of Facilities at Earlham College in Richmond, IN, and President of APPA. Linda Bigger is a freelance editor. E-mail them at frugalperson@comcast.net IEHA Board of Directors President—Marvin Ellsworth, REH (2-year term) • Village Shalom • 20 Dawn Avenue, Belton, MO 6402 • (93) 266-8449 • Fax (93) 266-8442 • mellsworth@ieha.org [2008-‘0] President-Elect—Eric Bates, REH (2year term) • IEHA, 00 Eastwind Dr., Suite 30, Westerville, OH, 4308 • (920) 29-982 • ericfbates@yahoo. com [2008-‘0] Secretary-Treasurer—Sherry Sidwell, REH (2-year term) • Community Hospital • 55 N. Madison Avenue, Anderson, IN 460 • (765) 298-558 • Fax (765)298-5864 • ssidwell@ecommunity.com [2008-‘0] Director-at-Large—Debra Archbald, CEH (4-year term) • Peabody Hotel Orlando • 980 International Drive, Orlando, FL 3289 • (407) 345-4402 • Fax (407) 345-4459 • Debra.archbald@ peabodyorlando.com [2008-‘2] Director-at-Large—Michael Patterson, REH (4-year term) • Circle Family Care • 038 South Prairie, Chicago, IL 60628 • (773) 307-429 • Fax (866) 466-4026 • iehadirectoratlarge@comcast.net [2008-‘2] Director-at-Large—Anna Rodriguez, REH (4-year term) • Valley Regional Medical Center • 00 A E Alton Gloor, Brownsville, TX 78526 • (956) 3507820 • Fax (956) 350-7823 • anna.rodriguez@hcahealthcare.com [2008-‘2] Director-at-Large—Diana Ronning, CEH (2-year term) • Swedish Medical Center • 747 Broadway, Seattle, WA 9822 • (206) 386-3436 • Fax (206) 386-2875 • diana.ronning@swedish. org [2008-‘0] Director-at-Large—Edward Vizvarie, REH (2-year term) • Howard Center • 208 Flynn Avenue Suite 3J, Burlington, VT 0540 • (802) 488-6970 • Fax (802) 488-6974 • edv@howardcenter.org [2008-‘0] Director-at-Large—Janet Wiggins, CEH (2-year term) • Sonterra Health Center • 854 Sonterra Place, San Antonio, TX 78258 • (20) 545-4800 • Fax (20) 679-4950 • monarch7121@yahoo.com [2008-‘0] ADD US TO YOUR ADDRESS BOOK! excel@ieha.org 8 Executive Housekeeping Today/February 2009 http://www.datsi.fi.upm.es/~frosal/docs/25mdq.html http://www.datsi.fi.upm.es/~frosal/docs/25mdq.html http://www.datsi.fi.upm.es/~frosal/docs/25mdq.html http://www.leadershipiq.com/index.php/why-new-hires-fail http://www.leadershipiq.com/index.php/why-new-hires-fail http://ezinearticles.com/?Banking-Interview-Questions&id=108124 http://ezinearticles.com/?Banking-Interview-Questions&id=108124 http://ezinearticles.com/?Banking-Interview-Questions&id=108124 http://www.leadershipiq.com/index.php/why-new-hires-fail http://www.leadershipiq.com/index.php/why-new-hires-fail

Table of Contents Feed for the Digital Edition of Executive Housekeeping Today - February 2009

Executive Housekeeping Today - February 2009 Contents Executive Corner Putting a Stop to Restroom Complaints Clean Soap Dispensers are Good for Business Frugal Housekeeper Executive Profile Spartan Scholarship Award Winner USGBC Tip The Green Scene 2008 IEHA Audit Report The Un-Comfort Zone with Robert Wilson 2009 Salary Survey Inside the Industry Product Highlights New Members Joint IEHA/ISSA Members Advertisers’ Index Calendar of Events Inside IEHA What IEHA Has Done For Me

Executive Housekeeping Today - February 2009

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