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.
Sentiment: NEGATIVE
Usually people just hire me.
You have to trust the people who work with you and hire, but also listen to as many smart people as you can.
When I interview someone, I know in the first two minutes if I like them or not. I find that if it's easy to talk to someone and I see an openness and honesty and integrity, then I usually hire them.
Today, currently, business owners can go out and find out if the person they are hiring is eligible to work here or if they are not. We need to think about how we are impacting workers.
Sometimes you walk out of an audition and you kind of know you nailed it and you're probably going to book it, but you very rarely are told in the room by the people who are hiring you.
My first job at General Motors was as a quality inspector on the assembly line. I was checking fits between hoods and fenders. I had a little scale and clipboard. At one point, I was probably examining 60 jobs an hour during an eight-hour shift. A job like that teaches you to value all the people who do a job like that.
I don't even have an agent or manager, but rather have a number of associates who I turn to when needed; or conversely when they hear of someone looking for me they'll contact me.
A good interviewer is able to ferret out what the applicant is really passionate about. Ask them what they do for fun, what they're reading, try and find out if they have a life outside of work.
I'm really good at hiring good people.
I have always hired people of different ages. Young people and older people. People in their 70s and in their 20s. People who are fully capable of talking back to me.