Have you ever interviewed someone who was an absolute rock star on paper and nailed every interview question like they were trying out for the Interview Olympics? Then 91 days later they ripped off their mask and became the devil? You still work with him, right? Or, have you ever thought, “I’d rather stab my right eye with this pencil than hire this yahoo”? She stumbles through the questions like a 1st grader on Jeopardy. But due to staffing issues it’s been made clear that you must fill those vacancies. And 91 days later did she stun you with her initiative, work ethic and willingness to learn? She’s your supervisor now, isn’t she?
So what does this tell you? The hiring process is flawed. Despite your interviews, psychological testing and brilliantly prepared questions, it’s still just a crap shoot. There is no sure-fire way to find the perfect fit for the job through extensive tests and must-ask questions. They don’t work. Look around. Consider the service you experience from people who during the interview process aced extensive testing, personality inventories and slayed killer interview questions. Once on the job, they just slay your will to live.
3 things to consider when interviewing:
- Understand that the interview process is the weeding out process. And not because they had a typo on their resume. Get real. Unless you’re hiring an editor, remember that even major national news outlets slip up with typos AND facts. A typo is an example of a red flag, not a deal breaker.
- The interview should be conversational, not an interrogation. And please, for the love of all that is holy, STOP asking people to “sell me this pencil”! That determines nothing. What? I sell you a pencil you already own. Bravo. Just because someone said that was a great question doesn’t make it so.
- Hire for attributes. Does the candidate demonstrate the majority of attributes you are seeking? Do you even know the attributes you’re seeking? If not, start there. Your goal is to stay in the moment. You can’t do that with a list of questions and a box of pencils.
3 things to consider during the 1st 90 days of employment:
- THIS is the actual interview! It’s the patterns, progress and attributes they consistently demonstrate over a 90 day period that determine whether they will be a good fit for your company. That’s when you actually meet the person you interviewed and hired.
- Have you created an environment that encourages people to thrive? If not, start here. Start coaching. Create the most effective environment for a new employee to shine.
- Coaching is what makes or breaks the new hire. Prepare current employees for the new member of their team. Ensure effective coaching has been taking place before adding another personality to the mix. Use positive reinforcement as a primary coaching behavior for any new hire.
If you’ve addressed/implemented all 6 of these pointers, you have 89 days to put your laser focus coaching into play. On day 89, the patterns, progress and attributes will be clearly demonstrated by the new hire. If they do not fit into your culture, no harm no foul. If they do fit, you are well on your way to ensuring a brighter future for your organization. Remember, people make the organization, not the other way around.
What do you think? Any interview nightmares still lingering in the dark recesses of your mind? We’d love to hear them! Disagree with anything in this post? Challenge us! *rolling up our sleeves*
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