Kathryn Minshew Quotes

I fire very little because I try to be very careful when I select people. If you know how to select, you don't fire often.

Selecting the right person for the right job is the largest part of coaching.

I've had friends of mine hire people that I know well or that have worked for me, and I haven't gotten the call to do a reference check. That's almost the most basic thing one can do to assess them.

It's a good thing to remember that hiring will get easier as you scale - but you should also never drop your standards.

We don't get offered roles because of who we are but because of what we delivered in the past.

A personnel guy always wants to get his pick right. We live that every year. We want to make sure the pick is right.

The service leaders hire one out of 50 applicants, sometimes one out of 100, but they're very, very careful. You can't afford not to be extremely choosy when you hire.

When screening engineers from other companies, its smart to value engineers from great companies more than those from mediocre companies.

Few great men would have got past personnel.

So interviews are a valuable tool, but under certain circumstances they'd be more valuable than others.

It's not a very high failure rate if you choose people that you really like the sound of.

'Tell me about yourself.' When interviewers ask this, they don't want to hear about everything that has happened in your life; the interviewer's objective is to see how you respond to this vague yet personal question.

By creating useful job descriptions and making clear what qualifications should be expected, the Department aims to help improve schools' ability to recruit the right people.

If you've found some way to educate yourself about engineering, stocks, or whatever it is, good employers will have some type of exam or interview and see a sample of your work.

Just put the best person into the job.

I think I'm overrated as a recruiter.

Accountability is a two way street. We can't just make it easier for us to fire people; we must make it easier for us to hire people. It takes VA an average of 240 days to complete the hiring process for executives joining VA from outside government. We are losing talented people because it simply takes too long.

Most people, when they hire you, they want some experience on the resume.

Managers get interviewed for jobs, but I think it should be the managers who are interviewing the chairman.

I think there should be a reason tor people to be interviewed. For me, there's no real reason.

An interview is about mutual selection.

Finding the one right candidate in a group is hard, and companies don't have much time to figure out exactly which questions can help them tell similar-seeming candidates apart.

I usually hire people who have very exemplary work experience. Where they went to school, or what degree they have, really has no play into the hiring decision.

If people can spot talent rather than the talent having to come to us, then I think you might find that the quality of stuff goes up.

What characteristics do I look for when hiring somebody? That's one of the questions I ask when interviewing. I want to know what kind of people they would hire.