Caroline Ghosn Quotes

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

Selection of crews is always been somewhat of a mystery.

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.

It's getting the right person that's the challenge.

I've never really hired anybody that people thought I should hire.

If the team needs me to recruit somebody, I'll be here. I'll be doing that.

I'm not the interview-giving kind.

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.

Interviewing is not a democratic art.

Sure, it's fun to chat with people with interesting backgrounds who seem to have a passion for your company. But a job interview is not a friendly chat. You need to determine whether candidates, can they really do the job. So ask them to prove it.

No matter how you hire, ensuring the systems are in place to manage the process will be critical in allowing you to find the right people to carry the standards you set. Don't neglect that duty!

When hiring somebody, I never ask to see a curriculum vitae. I feel that since I didn't have one myself, it would be a bit presumptuous to ask to see anyone else's.

A job letter, an interview - even a writing sample - have far less to do with intellect and far more to do with aesthetics than you think.

If I don't impress you in an interview then fine, but at least give me that chance. That's all I want; to talk to a chairman or owner about my philosophy and what I can do for their team.

If you're even on the fence about hiring someone, that person is a no. You have to feel it in your gut.

The right personality with a weak resume can be filled in. That's the employee who will become great.

My job is to get the very best people we can.

Just put the best person into the job.

There's only one person for every job. You can try all you want, but if you're not right for it, you're not gonna get it.

After earning my university degrees and working for a few years, I wrote to NASA to request an application package. Seven months later, after I applied, I received a call inviting me to Houston to interview. That itself was thrilling; it meant that I was one of the 100 or so who would be interviewed, chosen from several thousand applicants.

Whenever I interview someone for a job, I always ask them whether they want to sit in Bernanke's chair. The only wrong answer is, 'Who's Bernanke?'.

How do I find someone for a position I've never worked with - or worked under, even? I feel like I'm not qualified to make a lot of these decisions.

I've hired people I've met at parties and other events, and I've hired a lot of people right out of college. It's really based on personality as opposed to experience.

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

Clubs need to take more ownership on how they recruit managers.