We’ve been hiring recently, adding staff, and I’d like to think we get better at it each time. Finding employees with “the right stuff” is critical but never easy, and you sure have to kiss a lot of frogs.
I hire people brighter than me and then I get out of their way.
~ Lee Iacocca
What gets me about the process…it would be ridiculous to marry someone after a one-hour date, but somehow, in business, we are taught that a one-hour interview of boring questions prepares us for a long-term business relationship. I recently read that most people are so bad at the interview process that it’s better to use assessments only—no interview at all.
We’ve got some great and unusual questions we ask during our interview, but we rely on assessments to validate our initial impressions. The Kolbe Index helps us evaluate fit and keep our team balanced. Tests from Brainbench confirm technical skills. Our HR company, Insperity (formerly Administaff), does a variety of screens before they present candidates to us, and they follow up with thorough background checks and drug screens before hiring. For our most senior hires, we turn to CMA, a local business consulting firm. Their process goes into even further depth, and they can compare candidate profiles with those from our existing team to make sure our candidate is both the “right stuff” and the “right fit.”
A lot of work? Yes, but not as much as correcting a hiring mistake. Learned that one the hard way. A thorough vetting process makes all the difference—no frogs here! Email me at firstname.lastname@example.org for our interview questionnaire.