If they have a history of the same type of job or education then they should have some idea what they are doing. It might be a good idea to be ready with scenario questions to see if they really do have an idea what they are doing. One does not want to hire someone just to find out they did not, and suffer the consequences of the time it takes to figure it out (Abrams, 2010, p. 145). Then one would have to start over an figure that out for candidate number two. What if the potential new hire really does not know who they are? There are some questions that cannot be asked, but finding out how someone looks at themselves spiritually, morally, and etc... might be summed up as their stance, or confidence (Intrapersonal development &, n.d.). There seems to be familiarity sneaking in here for a look, that one might want to watch out for. Taking that into consideration, at some point, one is going to run out of things to try and have to rely on their gut when picking out what will hopefully be a great new
If they have a history of the same type of job or education then they should have some idea what they are doing. It might be a good idea to be ready with scenario questions to see if they really do have an idea what they are doing. One does not want to hire someone just to find out they did not, and suffer the consequences of the time it takes to figure it out (Abrams, 2010, p. 145). Then one would have to start over an figure that out for candidate number two. What if the potential new hire really does not know who they are? There are some questions that cannot be asked, but finding out how someone looks at themselves spiritually, morally, and etc... might be summed up as their stance, or confidence (Intrapersonal development &, n.d.). There seems to be familiarity sneaking in here for a look, that one might want to watch out for. Taking that into consideration, at some point, one is going to run out of things to try and have to rely on their gut when picking out what will hopefully be a great new