CULTURE WORKS – WE KEEP YOU TOGETHER WHEN SOCIAL DISTANCING KEEPS YOU APART!
CULTURE CONNECTIVITY FOR YOUR PURPOSE, PEOPLE AND PROCESSES.
CULTURE CONNECTIVITY FOR YOUR PURPOSE, PEOPLE AND PROCESSES.
Recruiting efforts are one of the most important responsibilities of employers and, notably, also one of the most tricky. Why? There’s a lot to consider: background, culture, depth of character, aptitude… the list goes on.
So how should hiring managers sift through these resumes, conduct interviews, find the perfect balance of character and aptitude, and choose the right candidate? Unfortunately, there isn’t one short answer to this question. However, we can tell you this: role alignment is the most important part of hiring.
Let’s discuss why.
I’ll share an experience I’ve had:
An applicant sends a great cover letter. The interview on the phone is fun and it turns out we both speak French and we both cried when Guns and Roses came back to the concert. She’s a “Perfect Fit For The Company” I think in her 2nd (and final) interview.
I don’t need to call references and I’ll overlook the fact that she was at her last job for four months and the one before for three months. She’s smart and funny and I love her and it’s going to be great.
She quits after six weeks.
The reason she quits the job is because all of the things I loved were the very things that made her the wrong fit for a mid-level worker bee job.
The good news? I learn fast. And so, it seems fitting that we share some tried and true, psychologist-tested tips for how to interview well to ensure that the RIGHT applicants are put into the RIGHT roles. Let’s discuss.
“Most interviews are a waste of time because 99.4% of the time is spent trying to confirm whatever impression the interviewer formed in the first 10 seconds.”
But it doesn’t have to be that way! Having a matrix you follow and steps you always fill out will ensure that when you look back at a week’s worth of candidates your emotions don’t drive your decisions, facts do.
Hiring (and firing) is expensive. It is said that the cost of a new hire is approximately 33% of that hire’s salary. That encompasses lower productivity in the first 3 months as well as all the training and setup costs that go into bringing a new team member on.
Follow the money. The snap judgment, emotional hire rarely is the smart hire, and if you’re running a business, there’s a very thin margin of error for the wrong hire.
Force your own hand. You don’t have to actually whack yourself, but a swift dose of reality will help remove the stars from your eyes and set your nose back to the trail of the right hire.
Ask all candidates the same questions… leading questions, hard questions. Write down the most important points from their responses in that matrix you’re so diligently keeping.
Check yourself. There are people we are naturally drawn to and those we are not. Unless the interviewee is a direct report to you, your level of attraction or empathy for a candidate is not the #1 driver for their hireability.
Pretend you are their best friend: What would you say to them to help them give the best interview? How would you view their responses? Change your mind and you may change how you view the candidate.
If your job description is clear, if your questions are good, if you keep your emotions out of the process as much as possible, interviewing can be pretty painless and so much more effective than a haphazard “gut” hire.
Remember, the MOST important part of hiring is Role Alignment. And when people are aligned with the roles they take on, they stay, they invest, they’re accountable and they work hard because they know what they do makes a difference.
Taking the time to hire the right people will have a host of benefits in the long run. Finding the best fit may not be as easy as a gut feeling and a round of interviews. Luckily, Culture Works is here to help.
At Culture Works, our team is focused on value and role alignment. Our team creates processes for your hiring manager to implement that make the hiring process efficient and effective. We carefully review and screen each candidate, administer customized assessments, and deliver value and role-aligned people to fit your needs.
Read on to learn more about what we do. Then, read on to learn how to build trust with your employees.
For more fun tips on communication, culture, and HR, follow us on social media.
Practical steps you can take to make your company culture (and yourself) even better.
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