“You may not have a second chance to hire the best candidate.”
—Robert Half
I didn’t know that
nationally there are three million unfilled jobs waiting for anyone with the
right skill. It’s an amazing thing,
according to the Bureau of Labor Statistics there are 11.8 million Americans
out of work. I don’t know the reasons why, with almost 12 million Americas out
of work, the three million job opens aren’t filled. I’d like to see that happen.
To fill the openings
resumes must be written and a lot of interviews conducted. I know you didn’t
ask, but here are my thoughts on improving the interview process so that the
right people are hired.
One of the big concerns I
have with hiring is it is easy to allow fluff to look like and sound like
substance. It is tempting to look favorable at a well-groomed, polished
communicator with a die-for resume.
During my forty-eight
years of interviewing and hiring employees, I experienced some excellent, some
great, and a few weird candidates. For example, one candidate brought his wife
for support (the job was for an outside salesperson)! On another occasion, the
candidate readily admitted he lacked the experience or credentials for the
$75,000 position. After acknowledging that, he said, “I applied because I
always wanted to interview for a high-paying job.”
In these two examples, it
was easy to eliminate the candidates as potential hires. But, most interviews
aren’t that easy. Candidates come with
polished resume, canned (“correct”) answers, positive attitudes, skills, and
experience (though not always related to the job you are trying to fill).
Savvy candidates prepare
for the interview. They come prepared with the answers for some of the most
asked interview questions: “Tell me something about yourself?” “What are your
strengths and weaknesses?” “Why should we hire you?” “Why do you want this
job?”
Candidates provide slick
resumes and are prepared to give an excellence performance because they know
the impression they make means the difference between going on to the next
round, or a job offer, and being turned down for the job.
Much of the conversation
is designed to be one-way. Let the candidate talk, you listen. Once in a while
interjecting a question or asking for clarification. My hiring results weren't
hit-and- miss, I hired more good workers than poor. But, I knew there was a
better way to ensure I hired the best person.
There are some assessment
tools to screen and gain information on a candidate's ability to match the
particular job. There is nonetheless two key questions to ask the candidate and
then listen to their answers. The information you gain aids in making better
hiring decisions
These two questions and
the conversation that ensues, reveal much about the personality, character,
values, and, skills of your candidate.
The dialogue can show a
competent, motivated and productive employee. To maximize the power of these
question, the interviewer must know the job requirements.
Question One. “Who has
made the biggest influence on your life?” I never had to ask, “Why?”
Immediately, after naming the individual who most influenced their life,
candidates automatically explain why.
During the many
interviews, I conducted, the person most named for influence was “grandmother.”
Second, “mother,” and next, “father,” Over half of the responses was the
grandmother and the reasons why were: “She instilled in me a work ethic.” “She
was an excellent example of someone who cared.” “She helped formed my values.”
“Grandmother read to me. “She taught me that I am responsible for my
decisions.” The list goes on but, you get the point.
Question Two. “What is the
last book you’ve read that helps you in your job?” The ancient Greek
philosopher said, “Employ your time in improving yourself by other men’s
writings so that you shall gain easily what others have labored hard for.”
Prepare to be shocked at the answers to this question.
The last book (any book)
many people have read (print or electronic) is the last textbook they read, in
either high school, university, or graduate school. You’ll pardon me for saying
so, but I am convinced this is the reasons bookstores are closing: lack of
readers.
This moment, when the
applicant says they haven’t read anything recently, is your opportunity to do a
little mentoring if the candidate looks like they may be hirable, take a few
minutes and offer some professional advice and guidance). Ask them, “Don’t you
expect your doctor, dentist or the pilot of the plane you are flying on to be
up-to-date on the latest information regarding their profession? You expect
others to stay current but, you chose not to read books, magazines, listen to
tapes or CDs, attending seminars, etc. I know I have expanded this to include
additional sources of information, but it isn’t amazing that people who don’t
read also don’t avail themselves of other means for continuing their
professional education.
To hire the best person
for the job, look for more than a candidate that maintains eye contact, has a firm
handshake, and is friendly and social. Find the answers to who helped mold and
impact the person’s life and what the candidate is doing to remain on top of
their game.
I see hiring as an art.
It’s my opinion that the more brushes artists have, the more possibilities
he/she has to express themselves. You can add these two question to your
current list of hiring questions and increase the probability that you hire the
best candidate.
The moment a candidate
reveals their values and principles and those values and principles fit the
criteria for the job, you have a new employee.
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