Most people involved in hiring have probably made what we might call a “bad hire” at some point in time. Bad hires take up a lot of time and energy – and are often expensive and damaging to the morale of your team. I wish I could tell you that I had a magic bullet to prevent that from ever happening again. Unfortunately, I don’t. There are some people that are well versed in interviewing and may manifest differently when you hire them. But here are some tips to help ensure that you make the best hire possible!
Use the guidelines that I have shared so far
To review, in the last few posts, I have shared the following:
· Determine what’s really needed for the job
· Develop a compelling job posting to attract candidates
· Streamline your hiring process
· Train your interviewers
· Use a well-thought-out structured process
· Develop and ask good questions
Using these tips, you should have a foundation of qualified candidates and information to make a good hiring decision.
Sometimes, we grow weary of interviewing and are tempted to settle to fill the gap that exists. I have heard it said that, if it’s not a definite “yes”, it’s a “no”. I think that’s a good guideline to follow. If you settle and hire the wrong person, it will surely end up being more expensive and time-consuming than if you waited it out.
Look out for red flags
The following may be red flags to consider in your hiring decision depending on the position, skills and competencies needed.
· Late to the interview and/or multiple reschedules.
· Poor personal appearance.
· No clear purpose or goals.
· Don’t seem to be a team player.
· Lack of a consistent work history/gaps.
· Lack of ability to answer questions effectively.
· Consistent negative comments about past employers/managers.
· Answers that are vague or unrelated.
· Stated skills and/or experience that don’t pass the sniff test.
Hire for humble, hungry and smart
Most positions involve working with others so it’s important to hire team players. According to Patrick Lencioni, the ideal team player is humble, hungry, and smart. He defines these as follows:
Humble – This involves a lack of excessive ego or concerns about status. Humble people are quick to point out the contributions of others and slow to seek attention of their own. Patrick says this is the most important of the three!
Hungry – This involves people that are always looking for more to do, to learn, and new things to take on. They don’t have to be pushed by a manager to work harder because they are self-motivated and diligent.
Smart – This is a little different than it sounds. It means having some emotional intelligence or common sense about people. People that are smart in this context ask good questions, listen, and engage well with others.
Lencioni says that, if you must compromise, at a minimum select someone who is humble and hungry. If they have those traits, you can coach them on the smart category.
Hopefully, the tips and information shared over the last few weeks have been helpful in elevating your hiring process. If you would like any assistance to further level up your hiring process, feel free to reach out to schedule a free coaching session.