Testing and backgrounds don’t necessarily reveal CHARACTER

Although skill-based testing and background checks can help you determine baseline qualifications and keep your company out of the courtroom, these methods don’t help you determine the true character of the person you’re hiring. I’m surprised at how many companies don’t do even the most rudimentary reference checking prior to hiring someone who can have a deep and long lasting impact on your business – and your customers.

The human factor, especially in early stage companies, is critical to maintaining a high level of productive energy in your company. Candidates who spend time with members of their future team, and members of other functional areas will have a much better idea of what your culture is all about. As well, you’ll get a broader understanding of the candidates if each interviewer focused on a different functional area of responsibility = marketing looks for different things in a hire than QA or engineering. I call it ‘checking blindspots.’

Do you have several team members interview each candidate?

Multi-dimensional interviews are always a good idea. Most companies conduct interviews in a vacuum. This is probably because they want to ensure a fair and lawful process however, if you are too clinical about your interviewing, or not detailed enough you may miss some very important information. Interviewing should in a manner that is relevant to the role. Consider modifying the approach.

Do you phone interview candidates who will be working directly with your customers?

Hiring managers are increasingly busy. As a result, the interview process tends to be an exercise in going through the motions to see if there is anything that would keep you from hiring rather than finding the reason TO hire. There is a definite lack of ‘thought provoking’ and interesting discussion during the selection process. An example: “what are your weaknesses,’ is boring and the candidate is prepared for the answer. “If I were to speak with your former manager, what would he/she say are the 2 things that you need to further develop in order to move to the next level?” is interesting, and the candidate is not prepared for the answer, so they have to give it some thought – and you’ll get a gut level response.

Are you REALLY engaged in making the BEST hire?

Fact #1 – Hiring Managers RARELY check references on their recruits

Fact #2 – Most hiring mistakes could have been avoided

Fact #3 – Job seekers are better prepared for the interview than you are

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