Even though we are in the midst of an economic recession, many bill collection companies are looking take new trainees on board. According to a survey that was taken recently, over 55 percent of collection agencies have plans to pump up the amount of staff in the first half of this year.
To cut out aggravation and time, and to promote long term growth, it is important that you hire the right people. Best case scenario, you hire the right person the first time. In the collections industry, giving the wrong person the job takes up management time to train and it leads to an unhappy new hire who could hurt the credibility of the manager and company every time it happens. Legal fees, severance pay, and lost productivity are also all examples of the negative effects of a bad hire.
Interview styles vary from company to company. Behavioral questions are based on the fact that past actions may predict behavior in the future. This sort of style utilizes questions such as "give me an example of", or "what are your best and worst personality traits, and inquiries about how one handles stress.
But perhaps the most important thing that any prospective employer should know about interview styles is to get the candidate to be very specific. Generally, most interviews involved inquiring into a candidate's job history, but someone who is good at selling you their experience may not be best suited to do the specific job you have in mind.
The most effective way to interview is to cover less ground very thoroughly than to have a superficial sense of where the candidate has been. Do not take their first description as complete - you should try to find out more details.
Search for candidates who are passionate about the things that they do. By looking beneath the surface, you can find out if there is authentic depth behind what the candidate first claimed. Looking beyond qualifications can provide you with details that will give you insight into the way the candidate approaches the job, and what their work habits are like.
To cut out aggravation and time, and to promote long term growth, it is important that you hire the right people. Best case scenario, you hire the right person the first time. In the collections industry, giving the wrong person the job takes up management time to train and it leads to an unhappy new hire who could hurt the credibility of the manager and company every time it happens. Legal fees, severance pay, and lost productivity are also all examples of the negative effects of a bad hire.
Interview styles vary from company to company. Behavioral questions are based on the fact that past actions may predict behavior in the future. This sort of style utilizes questions such as "give me an example of", or "what are your best and worst personality traits, and inquiries about how one handles stress.
But perhaps the most important thing that any prospective employer should know about interview styles is to get the candidate to be very specific. Generally, most interviews involved inquiring into a candidate's job history, but someone who is good at selling you their experience may not be best suited to do the specific job you have in mind.
The most effective way to interview is to cover less ground very thoroughly than to have a superficial sense of where the candidate has been. Do not take their first description as complete - you should try to find out more details.
Search for candidates who are passionate about the things that they do. By looking beneath the surface, you can find out if there is authentic depth behind what the candidate first claimed. Looking beyond qualifications can provide you with details that will give you insight into the way the candidate approaches the job, and what their work habits are like.
About the Author:
Mallory Megan works for a debt collection company. Also she writes stories on business and finance, consumer spending and collection agencies.
