Levelling up filtering of applicants via interview - Hire for attitude train for the skills

---------- Forwarded message ---------
From: Jorge Saguinsin <holygardens.groupnew@gmail.com>
Date: Sat, Sep 1, 2018 at 9:28 PM
Subject: Levelling up filtering of applicants via interview - Hire for attitude train for the skills
To: Madel <madz2424@yahoo.com>

What:   To change the way we interview our  applicants and to make this

            relevant to our VMBP and desired traits of Holy  Gardeners

Objectives:

1.  To increase success with our hires;

2.  To lessen misfits and bad infuence later on and introduce rotten apples

     in the workplace

3.  To make their transistion from that of being student or workers in other

     companies uneventful and pleasant

4.  To make new hires efficient and productive earlier

PARADIGM -   HIRE FOR ATTITUDE AND TRAIN FOR THE SKILLS

Facts/stats

      1.  Stats for job failures:

             1.  Coachability    26%   (ABCD), Obedience

             2.  Emotional intelligence/Maturity   - 23%   (Task Related Maturity

             3.  Motivation  -          17%       "Do what you love and love what you do"

             4.  Temperament    -   13%        Perfect fit between the attitude of the

                                                    worker and work environment

              5.  Skills              -    11%  knowledge and ability of the worker

                                                      on the job

                 89 % of challenges for workers are non skills (personal mastery)

                 11% of what they dont know on the job is a minor problem

     2.  My own experience

          1. The former officer at  Region 1 did not like being given multiple

              job despite being an officer

          2.  Her predecessor was more concerned about entitlement without

               looking at her responsibility

         3.  With the new hires, we have difficulties in them listening adjusting

              to the new environment and doing away with alibis and littlest

              of excuses to get things done

        4.  Some hires who are officers escape our attention and some of them:

             have scant attention to details, are not coachable, and cant synch

             with our business;  are in entitlement culture, lack hard work and

             execution

3.  TASK AHEAD -  How to interview deeper and better

     1.  What not to ask in interview:

         1.  Who am I, what are my strengths and weaknesses

              My plans for the next five years, my goals in life

             More often than not, they have prepared for this and have canned                        answer

          2.  Hypothetical, leading questions:

            For hypothetical questions   "Suppose..."  you get a hypothetical answer

           and for a smart applicant, he can easily dupe you

           Leading  question, leads you to get an answer that you like to hear

         3.  Slumbook, favorite quesitons:

                1. Favorite color, movies, food

                2. Unforgettable experience, travel

                3.  Role model

                4.  Horoscope, lucky number

   3.  Ask difficult hanging, open ended questions that require the applicant

          to dig deep into his brains and experience

  4.  Steps:   

               1.   determine the traits/attitude needed in the company

                N.B.  1.  Dont hire people who have problems in attitude

                         2.  Dont hire people who cant fit into your organization

               2.  Take note of the difference between the low performers and  high

                    performers

                   1. Maintain high level of professionalism (coachability - trainability

                       ability to take advice and criticism)

                   2.  Treat customers as priority

                   3.  Is responsible (responds to communication, to the call

                        of  the mission)

                  4.  Demonstrates positive mental attitude and behavior

                  5.  Leads by example

                  6.  Can engage in constant, open, and direct communication

                  7. Respect and trusts fellow employees, officers and/or subordinates

                  8.  Is engaged in constant self improvement and learning

                  9.  Is action oriented and problem solver

             3. The LOW PERFORMERS:

                 1.  Are negative

                 2.  Cant take responsibility - blame others or find plenty of excuses

                 3.  Feels entitlement always (rather than being of service to others)

                 4.  Procrastinate (by bringing up alibis and excuses) not meeting

                     deadlines) or cant come on or before time to office/appointment

                 5.  Stubborn and cant change habits/language (bale, 

                      not answering emails text, text addict)

                 6.  KSP

                    Textual and verbal content of low performers:

                   1. Are less likely to use first person singular but  more of 3rd person

                       or neutral prononouns

                   2. More likely to use negative words and phrases

                   3. More likely to use adjectives and adverbs to characterize 

                       achievement

             4.  Draft your questions, /Should be situational and specific. Probe

                  deeper if your feel your interviewee is evasive or less than truthful

             Can you tell me an instance/situation when:...

             1.  On professionalism:

                 1. When you submitted your  work and was severely criticized by

                     your superior?

                 2.  What is the name of your previous boss/professor?

                     Can you spell this for me?

                3.  If I visit your former boss/professor, what would she/he tell about 

                    you?

                4. Can you tell me an instance when you were late for school/work

                    and you  were admonished?

               5.   ..... when your attention was called on the id and your office

                     decorum?

               6..... when you were asked to read a lot and submit reflection

                     and felt that it was too much?

              7... that many tasks were before you and you felt confused and

                   cant conceptualize

             8.  .... that in the conversation your body language was quite different

                   from what you are talking about

             9...  that you were given an assignment and you forgot it, and you

                   were given a tongue lashing

            10.... that the standards of your boss for the work is way too high

            11. .... that more often than not, you do not get the instructions right

      2.  On customer service (empathy)

            1. .... that you felt the customer was too demanding.

            2.... that you felt the customer has all ready crossed the borderline

                    and has demeaned your  personally

           3... that the customer is no longer right and is abusive

           4...  that the customer is an interference in your job

          5. ..  that you feel that customers mind can be so fickle and changeable

          6.  ... that you feel that you cant really satisfy a particularly difficult

                   customer

         7...    that the customer service policy and the nature of the business

                interferes with your personal and religious life

3.    Is responsible:(can execute)

         1.... when you co worker/subordinate when asked about a lousy procedure

            answered dinatnan ko na iyan

         2. ... when your co worker does not answer CP and emails at once?

         3.  ... when your co worker does not submit your request?

         4....  when fellow worker or subordinate cant deliver his/her promised

                 deliverable on time

         5.... when you failed to deliver on time;

         6. ... when problems occurred at your office/department/org

        7. .... when your boss/co worker are demanding for your outputs

        8. .... when no matter how hard your tried, you still cant finish the job?

        9... when you lacked the manpower and resources to handle the job

      10.... when you lacked the skills and knowledge to finish the job

       11. ... when there seemed to be plenty of opposition, obstacles

4   Has positive mental attitude and behavior

     1. .... when your fellow workers/subordinates have been negative?

     2....  when a resigning employee is trying to dissuade your other co workers

             to fight the company

     3...   when you were late to come to work /office because of the traffic

     4....   when your group is pressured to collect/sell although it is not

             your job

     5.  .... when you have work to do and you spend some time on lectures

            and conferences

     6... you are in a party and everybody wants to be loose, get drunk and

           wild

     7... you have plenty of personal problems,  (broke inaway ng gf,magulang

          and you have difficulties in your job) and they  seemed to overwhelm you

     8.  ... when people around you are negative;  your boss teaches you to be 

         positive, but people in the house/your better half is negative

     9.... when prices are increasing and wages are not

   10...... it rains and is never weary and hard to get  a ride and you are hungry

   11... when you dont feel well and you have to drag yourself to a meeting  

           and you dont want to answer the MC because of the pain

  5. Leadership

     1.  ... your staff are working to finish a work, and you have to leave

         office early because of personal matter

    2. .... you have relative who wants to supply products that your company

        needs

    3..... a supplier has offered rewards, rebates to you personally if you buy

        your  products

    4. ... your top boss is ranting about poor work processes, and outputs

        you  personally do not see any...

    5.... one of the company values is learning; but personally you feel your time 

       is limited and you cant spend extra for more education

   6.    you are having difficulties with your prioritization and scheduling..

   7.... you are taking a day off on days that are particularly busy..

   8. .... your demanding bosses have SUV and you commute... You should

       have one too?

  6  Communication

        1. ... when you feel you are academically superior to your superior and you

       cant pay attention to his talk instruction...

        2....  when you seem to have your plate full in the flood of information

        3.... when you were bawled out because you failed to act on an email

        4. ... when you are busy the whole day and cant find time to open

              email. Cp

       5....  when your boss/customers like to send long sms viber messages

            and email to you

       6... when you and your company differ in religious belief and work ethtics

       7... when you dislike the business of your company but the pay is good

             so you stay;

       8. ... you had a meeting and after the meeting you realize you did not under

           stand the instruction

      9. ... you were asked to submit minutes of your discussion only to get

           comments that it is incomplete

7.  Respects and trust fellow officers

     1.   .... when you were chided for not knowing the names of staff in the  

           the provinces

     2...   when you quite slow in processing payments of your co workers

     3....  the language of staff from the provinces are different

     4....  there are challenges in communicating with provincial staff

     5... when the boss top guy of the  company is strict and disciplinarian and demanding

    6.  ...when the family members are running the show and they are delayed

         in their routine work; slow

  8.  Engaged in self improvement

     1.... you are slighted for criticism on your performance and suggestions are

        made;

     2.... when you feel that the demand for self improvement only benefits

         the employer

    3... that you cant keep up with rapid growth of knowledge which is really exponential

    4.  ... that to get promoted your have to submit a journal of learning and book reports; and there is simply not enough time

   5. ... multitasking is not simply possible, or having several job responsibilities

   6... that the modern management methods specify only one job for one person

   7.... that Americans are much better than Filipinos in management and they

      are the best.

9... Solution and problem solving oriented

     1.  ... when your boss asks for options/recommendation  when you have

          have problems

     2.  ... your boss does # 1 but ultimately makes final decision

    3..... when the sales are falling down and your estimate is there

             is no more solution;

   4....  there are times when problems are too overwhelming  and you 

        just have to give up

   5.  ... your family your colleagues contribute to your problems and difficulty

   6..... you ask why God gives you problem

   7....  that you conclude that the evil on this earth is simply too much and more and more people becoming bad and will dominate the earth

-x-x-x-x-x-x-x-x-x-x-x-x-x

Scoring sheet

Based on the questions you can rate the interviewee as

                                   HIRING WORKSHEET

Name of applicant                           Position Applied for          Date

 Mandatory Skills and Knowledge exams

       Obedience/comprhension

       Verbal

       Numerical

       IQ

       Essay

       One word exam

       Honesty                                                             Pass/fail

Background investigation

     School

     Neighborhood

     Past employer                                                     Pass/Fail

Work preference     A   B    C   D

Attitude  Scoring profile

                          Poor Fit                                          Right fit

                                      1       2       3       4      5     6      7

1.  Professional

2.  Customer empathy

3.  Is responsible

4.  Positive attitude/behavior

5.  Leadership

6.  Communication

7.  Respect

8.  Self Improvement

9. Action Oriented and

   Problem solving

Action requested:

HR 

Approved:                                                           Noted:

GM                                                                     SMD

Confirmed by Board in Resolution No...

                                  

                 .

 

--

PAGSASANAY SA TAGUMPAY (Training for Success)

YOU MUST ACKNOWLEDGE RESPOND TO THIS EMAIL...

COMMUNICATIONS PERFORMANCE IMPACTS  THE PE    (which is basis for promotions)

SETTING THE STANDARDS IN INTERMENT SERVICE

Innovation creates more wealth and more customers

  Jorge U. Saguinsin

  Be a BIDDA now

  RRURAC   (Read, Reflect, Understand, Realize Act, Check)

   YOUR OFFICES ARE OBLIGED ORDERED TO UPDATE  THEIR POSTS AT

    THE FOLLOWING SITES: (they have been placed here for your easy reference)

   

   Free Obituaries for Friends of Holy Gardens

   Free Obits for Holy Gardens Customers

   Archives for Holy Gardens Tributes

   Birthdate and death date anniversaries of dearly departed

   Holy Gardens Rewards

   Patsikot/SUV Promo

Notice:   This email address is a private property of Holy Gardens Group and its contents are private and confidential.    Its contents and attachment  may not be copied nor forwarded to parties other than the ones intended to,  nor can the contents be used other than the original intent  You are advised to delete the message you received if in case it may have been wrongly sent to your good office

--

PAGSASANAY SA TAGUMPAY (Training for Success)

YOU MUST ACKNOWLEDGE RESPOND TO THIS EMAIL...

COMMUNICATIONS PERFORMANCE IMPACTS  THE PE    (which is basis for promotions)

SETTING THE STANDARDS IN INTERMENT SERVICE

Innovation creates more wealth and more customers

  Jorge U. Saguinsin

  Be a BIDDA now

  RRURAC   (Read, Reflect, Understand, Realize Act, Check)

   YOUR OFFICES ARE OBLIGED ORDERED TO UPDATE  THEIR POSTS AT

    THE FOLLOWING SITES: (they have been placed here for your easy reference)

   

   Free Obituaries for Friends of Holy Gardens

   Free Obits for Holy Gardens Customers

   Archives for Holy Gardens Tributes

   Birthdate and death date anniversaries of dearly departed

   Holy Gardens Rewards

   Patsikot/SUV Promo

Notice:   This email address is a private property of Holy Gardens Group and its contents are private and confidential.    Its contents and attachment  may not be copied nor forwarded to parties other than the ones intended to,  nor can the contents be used other than the original intent  You are advised to delete the message you received if in case it may have been wrongly sent to your good office

Proper posting of obituary

TO     :   Holy Gardens Oton

              HAMP

              Holy Gardens Calapan

Thru:     HR

Subject:   Making attractive and correct Obit Posting

This office spent the entire afternoon at the office and until 9;30 tonight correcting and editing posts at obit.  I spend also lot of time with the HR trying to figure out how posts can be made right

She promised she will make a ppt to discuss with the CSS on how to do the obit posting better more attractive rather than eyesore or laughing stock

Elsewhere at the video archive, missives/reminders have been made for better obiit posting.  

Some reminders:

REMEMBER YOU ARE POSTING AT WHOLE WIDE  WORLD.  Mistakes or ugliness on our part is visible seen through out the world

This is the only business we know;  let us do this right and to the best of our ability

1. Have a title for the post.

   HGOMP made a number of posts without title.  Do not post without a title

2. Look at the posting template.  You have to edit this:

     1. Center the post.  Know the centering tool at the edit ribbon of the blog box.. It is marked by several lines after the highlight icon;  Choose the second icon at the drop down

     2.  Use largest font size for the name;   large for the entire post

     3.  Use her for female subject;   use singular verb for singular subject

     4.  As much as possible get the picture of the subject deceased and the death  certificate

     5. Post the name of the one who made the post (the one responsible for the great post or bad post)

                     This is the post template.  Edit this

Unedited 

Dust thou art, to dust returneth.  May the Lord Almighty bless the soul of our dear

___________________________________

              (State Full Name)

           (Birthdate)                                      Death date

             has been called in His  loving presence.

  

                                             (post picture)

      His/ remains lie in state  at _______________________ and interment will be at _______________________________

                    on  ____________________ (date) at _______________time

         He is survived by   (name the immediate members of the family)_______________________________________________________

____________________________________________________________

        They/he she request the pious to pray for  the eternal repose of his/her _____soul

Death Certificate Date _______Number __________

Or # ____________  Issued by 

Edited/centered

                            Dust thou art, to dust returneth.  

                      May the Lord Almighty bless the soul of our dear

                                   Calixto Juan

                              October 1, 195l  -   Novembe 30, 2017

              

                  who   has been called in His  loving presence.

  

                                             (post picture)

      His/ remains lie in state  at _______________________--
- and interment will be at _______________________________

                    on  ____________________ (date) at _______________time

         He is survived by   (name the immediate members of the family)_______________________________________________________

____________________________________________________________

        They/he she request the pious to pray for  the eternal repose of his/her _____soul

Death Certificate Date _______Number __________

Or # ____________  Issued by 

Posted by:  

6. Tagging /labelling   Guidelines for labelling

    This is an important step/task to be understood/learned in order to make the post searchable

   MOST ERRORS OCCUR WHEN THE AGENT POSTING COPIES THE TITLE OF THE POST. AS THE LABEL

      1. Use single words; separate each label with a comman

      2. No capital letters

      3. If you must put a date label, do not separate numbers with a comma;  You will end up with the year as your most label

     This is the template for the labels:

     free, obit, death, notice, grief share,  (Date of Death),  (Name of the deceased not in caps, )    Holy Gardens, memorial park,  interment, (location of the memorial park)

This office hopes every body gets it right.  It difficult to edit every post and one gets angry when this is repeatedly done. As if people did not finish college nor understand basic grammar, English and basic IT

LET US DO THIS RIGHT AND BRIGHT

6.   Then share the post at FB account and Google +

--

PAGSASANAY SA TAGUMPAY (Training for Success)

SETTING THE STANDARDS IN INTERMENT SERVICE

Innovation creates more wealth and more customers

  Jorge U. Saguinsin

  Be a BIDDA now

  RRURAC   (Read, Reflect, Understand, Realize Act, Check)

   Please visit the following sites:

   

   Free Obituaries for Friends of Holy Gardens

   Free Obits for Holy Gardens Customers

   Archives for Holy Gardens Tributes

   Birthdate and death date anniversaries of dearly departed

   Holy Gardens Rewards

   Patsikot/SUV Promo

Notice:   This email address is a private property of Holy Gardens Group and its contents are private and confidential.    Its contents and attachment  may not be copied nor forwarded to parties other than the ones intended to,  nor can the contents be used other than the original intent  You are advised to delete the message you received if in case it may have been wrongly sent to your good office

2016 Corporate Plan Guidelines

Kindly complete other delivereables like your JD and appointment

Be guided by the following requirements for a corporate and marketing plan that is required of your position

It must be a grow memo and covers the 4 m (the inputs) through puts and outputs required for a strategy.

1.  Goal:

   COMPLETION OF THE 2015 AND 16 VISION 

    1   Sales    Est                                3,000 units   plots

                                                            300 BC

        Calamba, Panga, La Union 100 each

                                                            100     cms Calamba and Panga

    Cremation                                      200   Panga

                                  200                 Calamba

      Prepaid Interment Service          500

                

     2. Cash receipts

2.  Reality

     The market/ changing customer wants (Opportuntiy

     Competition  (Threats)

     Company

        S W (what we did well, did not do well?

3.  Options

4.  WTDN

      1.  Strategy:

          Always include park beautification, cs, completion of projects, manpower development

     2. Inputs:

   

       1.  Manpower -  hiring, rank and file;  executive,  sales execs;   training, (team building) new salary scale, other incentives, performance evaluation

        2.   Money     -       budget internally generated funds, borrowing, 

                    Cap ex -  construction costs, FFE acquisition

                         chapel, crem at  Calamba and La Union

                    Op ex    projected:    

                    Labor costs, rent, utilities,  ME etc

      3.  Machinery

           TPM, inventory, 5s

     4.  Methods

         Manuals, training, review, monitoring reporting

 3 Throughput:

         Programs, Timelines, Resources, who are accountable to implement the strategies.   reporting requirements, catalysts needed

       (reflected in the form of calendar or excel)

4.  Outputs:

     landmarks, projects that are completed as result of 2 and 3

    Thus:

    1.  Filling up of all positions

     2.  Performance evaluations/promotions

    3.  Projects:

       2 Crematorium

      2  BC projects

     CR in Iloilo

     Lamp posts

     New uniform

    4. Beautiful memorial parks

      Thus we can have contests for :

      For GT

      1.  Landscaping projects (refer to Jorgeuslandscape blog) especially 

         herbal and vertical gardens

      2.  Fountains and waterfalls

      3.  Lantern making

     For office staff

         Office decor

6.  Marketing plan

     1.  Promotion   -   use of social media;  the tribute, holy gardens best picture  posting;   free wifi connect at the memorial park, wifi paburol

      Please use the promo items to get back to old customers and do repeat sale.   We buy the power pack and another item to get back to SSN and GE buyers for repeat sale

    2.  Placement

   3.  Prices -    + 3 to 5 % to cover salary increases including interment fee

  4.  Products -  as we discussed (still unsubmitted);  special sections of the park

  Include process, and personnel

There are plenty of blanks that need to be filled and details to be fleshed out.  Please discuss with me should you find challenges

    

   

Jorge  U. Saguinsin

Senior Managing Director

The Holy Gardens Group - "THE MEMORIAL EXPERTS"

Selling Tips from Top Hopkins Top Selling Coach and Guru

BE a BIDDA: "BELIEVE, INSPIRE, DREAM, DO ACHIEVE"



Here are some guidelines/tips from Tom Hopkins and we post Chapter 4 of his book, "Creating the Selling Climate.  The book is entitled  How to Master the Art of Selling,  Tom Hopkins is Americas # 1 Sales Trainer.

Some tips:

1.  Sell to people who can buy (not everybody is a prospect)  Qualify your prospects

2.  Sell based on emotions:  color, benefits, style, image          rather than logic

3.  Call it investment rather than price

4.  Master the art of closing and neutralizing objection.

Guidelines on FOFF posting for compliance

Memorandum:

To:     All

Background:

1.  We have neglected this social media.  Our posts before we resumed was September

2.  The postings were bad and had wrong lay out.

Objectives;

1. To gather more leads/prospects and thus have more sales

2.  To increase awareness in the community

WHAT:

1.  Post regularly.  (do not be followed up) This is assigned to CSS 1.  If you do not have one, recruit.   CMO, please check the FOFF posting.

Very soon, we will use this for internet marketing

2.  Know who died in the locality weekly;  get in touch with the local civil registrar; health officer, and funeral parlors.

3.  Standards for posting:

     1. At the title:  mention the name of the Deceased, from what town, and date of death,

     2.  Body:   name, birthdate. death date, where born, the survivors, where his body lies in state and date of interment.  Avoid mentioning/advertising the name of servicing funeral parlor

    3. Bold name of the deceased.   Center.  proper spacing.  Use the largest font.

    4.  label:    date of death(do not put coma after the year otherwise the date will be separated from the year, name of deceased, name of the sponsoring SBU, the place of origin of the dead.

   5.  Sharing:   with tweeter,  with FB and Google plus (do you know how)

   6. Try to get a picture as much as possible.

Posting at FOFF is one of the items that is graded in performance evaluation.

Let us be better this time.

Please respond and make comments

Performance evaluation for H2 2013

Updated  12.19.2013

---------- Forwarded message ----------
From: Holy GardensGroup <holygardens.group@gmail.com>
Date: Wed, Dec 18, 2013 at 5:14 AM
Subject: Performance evaluation for H2 2013
To: "hgmpgreenhills ." <hgmp.calamba@gmail.com>, Holy Gardens Pangasinan <hgmp.pangasinan@gmail.com>, AP Bereavement Providers <bpi.acctng@gmail.com>, Holy Gardens Calapan Calapan <hgmp.calapan@gmail.com>, holygardens launion <hgmp.launion@gmail.com>, HGOMP Memorial Park <hgmp.oton@gmail.com>, Majorem Investor <majorem.lending@gmail.com>

Memorandum :   

TO      :   All

Subject:   Performance Evaluation

Date:   December 18, 2013

I am embarking on Performance Evaluation of H2 performance (2nd semester 2013 until November 2013)

The evaluation covers:

1.  Achievement of objectives/outcomes  (assigned targets/agreed objectives)  ranges from 30 to 40 points

2.  Outputs:  submission of required reports, posting of blogs:  Holy Gardens Group Griefshare.  20%  (many CMOs/sbus were amiss or were posting incomplete best pictures and kaizen reports)

DPMS by CSS

Weekly written reports by CMOs

3.  Inputs  -  20%

Communication:   answering texts and emails

Learning:   journals, comments at the Community Site

Book reports.

We can only rely on the available records and submission of documents.  If none is available, I would be forced to give a 0 grade

I might be sending you the PE forms for completion if none is available.

For your proper guidance

If you do not reply to this email, there will be additional subtraction from your CMOs Performance Evaluation

Jorge Saguinsin

concurrent HR



The complete guidelines: