Hiring is a joy, and can be immensely rewarding. But don’t do it if you’re not thinking about how to fit the candidate’s needs as well as yours. Hiring done well is a mutually attractive sport. So read on if you want to get fit!
As background, I believe there’s an art and a science to hiring that I covered in an article here earlier this year: “3 Steps to Making A+ Hires that Fit“. I recommend reading it as background. But for this post on “How I Hire”, I have simplified some of the key concepts into the following presentation:
If you watch through to slide 25, you’ll see my bottom line is if you find a mutual fit, you won’t have to sell the candidate. They will select you as much as you hire them.
If you like the sound of that, then I’ve also posted a new article that focuses on Inbound Hiring, as a new way to attract the best candidates, who are often not actively looking.
In the penultimate slide above I also suggest there are three things a great interviewer should do. One of them is to ask great questions. Below are some of the key questions I like to ask.
The goal of these questions is again to help figure out the three key things I believe make for a great hire.
Can people be successful at the job?
Will they really love the job?
Will they fit and reinforce your culture?
But remember: asking questions is the easy part. The key is listening intently.
One example of something to listen for and separate is what your candidate needs, wants and loves. They are often very different. For example, a candidate may
need the salary to pay the mortgage
want the job for it’s prestige,
but may NOT love the work that is involved
Needless to say, the more they need or want the job, the less likely they are to reveal that they won’t love the work. That’s the skill of interviewing. Try triaging with the kinds of questions noted in my presentation above, such as “if you could have a perfect day what would it look like?” or “what is your favorite part of the day?”. Listen for what they really love doing. There’s also no substitute for references, and that’s a great place to check from previous situations what the candidate gravitated toward, took pride in, and enjoyed. (Remember, in the end, you’re doing the candidate a favor by uncovering this to help them find a fit.)
If you want to build an enduring organization, keep going until you find a mutual fit. Find a fit with someone who loves the job you need done for their reasons. When you do it will be like plugging a sustainable energy source into your company.
I’m passionate about hiring great people and finding a fit for them where they can really make an impact and then nurturing them to grow to be the best they can be. I’m also passionate about improving and learning these vital skills. If you are too, please share how you love to hire in the comments below.
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