How to separate pretenders from real talent?

Despite high levels of unemployment across the country, employers still complain about locating quality talent and resources ready for work. Compounding this issue is that many educational outlets spend more time coaching students how to charm their way into and out of an interview into a job. However, they are not ingraining the qualities and attributes of being successful on the job to their students, like showing up to work consistently, not watching the clock, planning, organizing and prioritizing their work assignments and instilling the necessary work ethic needed to advance the business forward. Therefore, many companies have a revolving door instead of having a long term employee base to build their business and thus not able to generate high volumes of productivity and profit. In the maintenance and manufacturing sector, often times the best workers are not as skilled at interviewing as they are working. However, many of the pretenders can talk for days, but do not produce at quality work levels. Since many of today's candidates already know the answers to common interview questions, below are a couple to add to your arsenal and a free resource that can help supply your company quality talent. Most interviewers ask candidates, "What is your biggest weaknesses?" My brother got past that one by saying he never thought about it and so he must not have any. Yes, humbleness is a definitely his weakness even though he did not acknowledge it. However, since he did not give his potential employer something to think about, he got the job. Many people get by that question by saying working too hard, or being too ambitious or too focused on work. Since this question no longer provides any insight here is another approach. "Since you now understand what the job opening is about, what would you need to do or develop to become absolutely perfect in that job?" That helps reveal their shortcomings and helps you prepare adequately for the next candidate. Also when checking references, as opposed to asking whether they were a good worker, because of lawsuits, employers are hesitant to reveal negative feedback, try another approach. "If you were able to provide the candidate career advice what would you say?" That question will help expose attributes or situations that may occur with the potential employee. Are you familiar with JobLink Centers? Many confuse Joblinks and Employment Security Commission services as many are housed under same roof. However, the Joblink does more than just list openings to the unemployed, they actually help qualify, evaluate, provide batteries of tests like Benton Mechanical, COAB, TABE, and Work-keys skills assessments. They also administer Federal Workforce Investment Act funding to develop selected candidates for area employers. Joblink Centers can be your partner in helping you grow and develop your business. Hope these tips help you grow and advance despite the volatility and turmoil in the marketplace.