Interviewing, recruitment, hiring, finding the right candidate….it’s easy! It’s not rocket science. How hard can it be, get resumes, interview, have a chat, make an offer – done! If only this was true….
Last week I was doing the school drop off and was asked independently by two separate parents in business how to pick the right person at interview. How long have you got??? One was disillusioned by a highly talented person leaving to take a very similar role elsewhere with the only obvious added benefit seeming to be ‘working closer to home’. The other was being challenged by picking an internal hire from 20 great resumes that all seemed to have the right technical experience. Both were apprehensive due to incorrect hires in the past that initially looked right on paper. They were desperate for the secret ingredient, the right answer, the one thing that I could tell them that they didn’t know to ask at interview to get it right.
Subsequently, I was called to a meeting on Monday with a client who was completely frustrated and surprised when what they thought was a ‘perfect hire’, resigned after 2 months. They too wanted to know where did they go wrong, when the resume appeared to be perfect?
First and foremost – recruiting people is not easy. Picking the right person is even harder. We do it every day here at Entrée Recruitment and see, hear, talk and advise clients on how to do it better. It is an ongoing battle for most business owners – finding, recruiting and retaining the right people.
Here’s what all three situations had in common – you must look beyond what’s on paper and what’s technically being said at interview and hire for culture and motivational fit.
I agree that skills and experience are important. They are necessary in the recruiting process, but what causes you headaches and performance issues goes well beyond being able to do the job, it’s a person’s ability to fit in and being in the role for the right reasons.
How do you determine this? It’s not fool proof, but here are some quick guidelines that I follow in a recruitment process to increase my odds:
- Technical skills & experience – is easy to assess from a resume, very factual, qualifications, systems experience etc. Some level of experience is still needed for most roles.
- Competencies –what are the competencies they need to do the job eg: teamwork, decision making, achievement drive. The key is that they must give a SPECIFIC example of a time when they have demonstrated this competency. This will usually occur in 3 parts (tell me about a time when…., what did you do and what was the outcome). If they don’t give a specific, they don’t have the competency. Don’t ignore this – even if the resume is fantastic – if they can’t answer these questions, they won’t be a high performer in the job.
- Motivation – this is often the trickiest part of the interview to assess. It involves asking questions around why they want the job, what is their perfect job, what other jobs have they applied for, why have they left previous jobs, what makes them stay with an employer, what makes them leave, who has been their favourite boss, who inspires them and why, where has been the best/worst culture they have worked in. Did I mention why they want this job? Not just any job. Why this job above others in the paper and on the net? And then tell me again why you want it – make sure they convince you.
- Warning signs – this is usually around behaviour during or post interview. For example, I had a candidate tell me they would call me Monday to confirm their interest in a job at Entrée, they called Tuesdayat 5pm. For me and my culture, this is a warning sign they wouldn’t fit in as one of our values is integrity – you do what you say you will do.
- Reasons for leaving – don’t ever accept the first reason. I ask several times on the same job – tell me what were your reasons for leaving? What else contributed to you leaving? What other reasons were behind this decision? Probe, probe, probe and look for patterns of behaviour.
As I picked up my daughter from school yesterday, one of these parents thanked me, telling me how much easier her three interviews had been that day. Her change in questions towards motivation and culture opened up her thinking about what was being said at interview, if they would fit her team and it increased her confidence in making the right hire.
In my experience, motivation and cultural fit is more important than skills and experience. The culture fit and motivation buys you loyalty, commitment and top performers who in the long term outshine the power CV with a technical answer for everything at interview. Go with your gut – will you and your team enjoy working with this person every day of the week? And whatever you do – don’t “hope” that it will work out – it never does. Hope is not a recruitment strategy.