Hire for Attitude, Train for Skill
Attitude is always incredibly important.
When interviewing candidates, consider their future potential, not only for the current role,
but three or four positions above that one. It sounds cliché but you need to build your strong team for tomorrow…today. That is certainly possible if you are considering the growth potential of any new hire.
Go Beyond a Job Description
In marketing your open slots for your team, don’t make the role sound so boring. Paint a bigger picture. Of course, set the tone, describe what they will be doing, the pay range and detail core expectations but what will attract better candidates is illustrating how awesome it is to work in your company.
Sell your company just like you would to a customer. After all, without great employees, you probably won’t have great customers either.
One quality that we always look for in potential hire is a candidate’s previous history in belonging to a team, the culture is crucial to your success. That lone wolf mentality doesn’t usually work out well. Find people that have participated in sports or worked on projects as part of a bigger team. That is a group dynamic that translates well to a company culture that you want to grow. During the interview process have them describe their outlook on teamwork and how they personally have worked together to solve a challenge. You want to hear about how the candidate has worked with a group to have similar success. What was their role and how did they contribute or helped solve a sticky situation?
The Interview (Stage 1)
The process for us starts with a phone call. This happens after we short list the applicants and decide who might be a good fit.
On the call, we ask basic questions to get a sense of who they are as a person. We may clarify a point or ask about a particular item on their C.V that stood out. It is a short phone call, no more than five minutes. If we have a good feeling about the candidate, they move to round two, which is the in-person interview.
The Interview (Stage 2)
The interview will take place at our business premises. We handle the questions, but we like having another staff member in the interview. Ideally, this is your manager or someone that is a senior person.
They can ask and answer questions too, but their role is to be an observer.
What they are looking for are body language queues, interesting responses to questions and a general sense of the person, especially if they will be managing this person. Their opinion is gold.
Don’t Ask Yes or No Questions
Over the years we’ve developed a good sense of people that is based on how they tell the story of their background. The goal is for the candidate to tell you a story. Of course, it matters what they are saying, but pay attention to other things too like confidence & authenticity. Watch their body language. Are they engaged with eye contact and an open and friendly posture? Do they shift in their seat and have their arms crossed over their belly? The second person in the room will be paying attention to these details. You’ll be too engrossed in the conversation to notice all the details.
Office / Shop Tour
If our instincts tells us that the candidate could potentially be hired, we’ll go out on a tour of the shop or office floor. We’ll explain our processes, but doing it in a way that should make them ask questions if they are interested. This is the key reason for doing the shop tour….Engagement. We look for people who ask tons of questions. People that walk two steps behind you and only nod their head at everything you say, don’t work out as well as the ones that want to know “what does that thing over there do?” What you are trying to determine is if the candidate is really interested in what we are doing, or will this just be a pay check for them?
At the end of the hiring process, we’ll gather all our notes and discuss the option with our close team. We want our staff to be confident that the person selected is someone they are comfortable with for their team.
Good luck in your hiring process. If you have any questions related to hiring staff or employee engagement, do not hesitate to contact us for a friendly chat.