LOOKS AMAZING – BUT ARE THEY REALLY?

Finding the right team member(s) may be one of the most important tasks you face this year. Getting it right or wrong could impact you more than you realise though.

A big part of acquiring talent is knowing how to evaluate the individual in front of you by asking the right questions. The number of times I have heard the words “they look amazing” (on paper) – but how do you know if they really are that good? And, if they are the right person for you?

I’m a fan of numbers. Spending too much time recruiting CFOs does that to you! Thinking about my time in recruitment, the number of people I have evaluated, the number of questions I’ve asked: This must be in excess 150,000 questions – all to ensure I know I have got it right, for my clients and for my candidates.

Ironically, there are really only three themes of questions that all interviews consist of: (i) Can you do the job? (ii) Will you do the job? And, (iii) Will you fit in? Perhaps you have asked some of these questions? Have they helped you find the perfect person for your business, if you listen carefully to the answers?

“Tell me about a time when …?”

There are a lot of people who can give a “good interview.” They can talk in generalities, but you may still wonder what the candidate really contributed to the achievements on their resume. Try to use targeted questions, because it can be nearly impossible to fake very specific examples. For example, if interviewing someone for a sales position, consider asking, “Tell me about a time when you won a customer from a competitor.” If interviewing a customer service rep, maybe ask, “Tell me about a time when you saved a customer from leaving the company?” What to look for in an answer: As much detail as possible in the example that the candidate gives. Try to get names, dates and specific results.

“What is your most significant career accomplishment?”

This can be a challenging question, because it may be difficult for many people to narrow it down to one thing. Others don’t like to brag about their achievements. What to look for in an answer: Don’t settle for an answer like “I’ve done a lot of great things in my career.” Try to get them to narrow it down to one. Look for their level of ownership, pride and what they value. Compare to see if this matches your company’s culture.

“If you could start your career over, what would you do differently?”

This may allow you to gauge how the prospective employee makes major decisions. The answer can reveal if they like the path they’re currently on. What to look for in an answer: Do they hold onto the past, or are they able to learn and move forward to another result?

“What do you hope to learn at this company in this position?”

This may reveal the reason they’re applying for the job and why it’s important to their career path. What to look for in an answer: Again, do their individual goals match the company’s goals? These must fit if they’re to be successful at your business.

“Tell me about the toughest relationship you had with an individual you have worked with?”

Many people can brag about things that go well, but how did they handle a bad relationship at a past company? What to look for in an answer: Do they take any responsibility for the bad relationship, or do they place blame on the other person? How did they resolve it productively?

“Is there a question I haven’t asked you, but should?”

This can be a good catch-all question at the end of interview. This may ensure that the candidate expresses everything they want to say and nothing is missed. What to look for in an answer: Anything that’s way out of line with the flow of the rest of the interview could be a warning sign. For example, if they bring up a strange fact or achievement about themselves, be wary.

For me evaluating people is one of the favourite parts of my jobs. I have been privileged to partner some very talented leaders and executives over the years. I recently reached out to my inner circle to ask them for their go to question if they could only ask one question in an interview. Here are my top five personal picks:

• What is the biggest risk for me in hiring you for this role?
• Your house is burning you can take one non-living thing what would it be?
• Describe your perfect job and how it aligns to your personal purpose?
• What one skill would you bring that would have the biggest impact on the business?
• What’s the best piece of advice you’ve ever been given?

 

Gavin’s expertise and passion lies in people & business growth. After studying Engineering, then Marketing and ongoing studies with the IECL, Gavin has created an extensive network and deep relationships with Executives whom have engaged him for both Search & Selection and human capital advice across Australia since 1998.