More Stone Soup secrets
January 8, 2010One of the frustrations with writing a book is that after you have sent the final version to the publisher, no matter how good you think that final version is, there are always things that you think of afterwords that could add more value.
Thankfully we now have the internet and so I have started building a more secrets area of the site which will contain new material that I have come across to make people more successful.
To access this new area you will requires a username and password which you will be able to get from your copy of Stone Soup soon. I will be publishing here the page numbers and line numbers for the words that will open this new trove of insights as soon as I have finished putting them together so stay tuned.
For now though I have a small insight for you. Whenever I hire someone I ask them questions that reveal how they think rather than asking them questions that they could already have made up and answer for. For instance I would ask someone how they might solve a particular problem or what kind of research they do when faced with a new situation rather than asking them what their strengths and weaknesses are or why I should hire them.
The most potent questions are often simple procedural things and are best handled by aptitude tests before any interview even takes place. There are many other tips about hiring and firing and this will be part of the more secrets section when its done.
Thankfully we now have the internet and so I have started building a more secrets area of the site which will contain new material that I have come across to make people more successful.
To access this new area you will requires a username and password which you will be able to get from your copy of Stone Soup soon. I will be publishing here the page numbers and line numbers for the words that will open this new trove of insights as soon as I have finished putting them together so stay tuned.
For now though I have a small insight for you. Whenever I hire someone I ask them questions that reveal how they think rather than asking them questions that they could already have made up and answer for. For instance I would ask someone how they might solve a particular problem or what kind of research they do when faced with a new situation rather than asking them what their strengths and weaknesses are or why I should hire them.
The most potent questions are often simple procedural things and are best handled by aptitude tests before any interview even takes place. There are many other tips about hiring and firing and this will be part of the more secrets section when its done.
Posted by Bill Liao
