Page 152 - MY STORY

The realization of George’s inadequacy must have come

to his management after about a year of his reign when
his manager came to me one day and quietly asked what
we could do to “help” George. I told him that George was

beyond any help (we had honestly tried in the beginning),
and the best thing he could do for the enterprise was to get
rid of him as quickly as possible. It took senior

management about a year to act on this problem – but
George eventually was squeezed out of the company.

HOW TO CONDUCT AN INTERVIEW
Joe W really taught me how to interview people that we

were considering for future employees. It was rather
brutal, but I ultimately learned that it separated the wheat
from the chaff pretty quickly. Joe would read through the
individuals résumé and then focus the interview on the

technical strengths that were identified by the candidate.
Joe was easily in charge of leading the candidate into

details of their prior prime work. Without too much
warning, Joe would then take a statement made by the
candidate and ask “Why do you think that?” which

always made the individual dig one step deeper into their
own knowledge base to provide an answer.