If you’ve ever worked in a call center, you know that one bad apple can affect the whole bunch. This is a good reason to invest a little more time on the front end to make sure you hire positive candidates. If you take the time to evaluate candidates thoroughly for a positive attitude, your team will thank you for it. In fact, many surveys show teams are more productive and happier when surrounded by other co-workers who are smiling and have friendly, positive attitudes. It’s not only good for your team but also good for your customers.
It’s well into the afternoon of a busy day; you receive a virtual tap on the shoulder from Outlook to alert you of a meeting in fifteen minutes. A few short minutes later, your Legal Assistant enters your office to let you know that your 3pm interview has arrived and is waiting in the lobby. And there you are, dropping your casework to jump into an interview. We all know that asking the right questions during an interview is important. Finding out more about the legal candidate is equally important, but you have to ask the right questions to get the right answers. And yet it happens all too much, we find ourselves meeting with a potenial legal staffing candidate totally unprepared.