"Curiosity killed the cat. Satisfaction brought it back."
How many times have we said this nursery rhyme? We all know it. But what is the implications in business, especially when you have to build a team, and build it effectively.
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When I tell random people that I train companies how to recruit, the same random people tell me about awful interview experiences. It’s getting to the point that being surprised is a normal state for me.
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The interviewer had a big smile on her face and said something along the lines of “We’re going to do something different. I just want you to talk to me like we are girlfriends.”
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If you are an employer, and you are making candidates jump through hoops just to merely apply and be considered for a position, it’s very likely you are the emotional equivalent of being the Tinder of employers.
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There is a concept out there, called spray and pray. Spray and pray is when an employer posts a super long job description, with way too much information, and it is posted on every available site out there. In effect, spraying their job everywhere, and praying it works.
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I was out with a friend for coffee yesterday. She’s an experienced resume writer, and pretty amazing all-around person. We were chatting about business, of course. But we were talking about rule breakers.
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“What is your favorite day of the week?” I’ll admit, some mastermind forums cause my jaw to drop more than it should. The former was one such question a business owner loved to ask of people, because it garnered “interesting” answers.
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Not awful, but it’s a lazy question. A question most interviewers ask, without really knowing why they want the information. Given that the average tenure of most employees is around two years, it should be more important to know what will happen over the next two years should you hire a person.
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“What’s the funniest thing that happened to you at work?” I’ll admit it, I’ve used it, several times. I guess I needed to make sure it wasn’t working. And it doesn’t.
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An ongoing LinkedIn argument is how many interviews is ideal. And my brain went on a ride. My first instinct is to point to the data that supports a three to five interview process, based on the strategic level of the position for which you are hiring. But as I thought about it, the real thing hit me. Why aren’t companies simply telling candidates what to expect?
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As an interviewer it’s your job to figure out if the skills and experience listed on the candidates resume fit the job that you need done. The candidate is interviewing with you to figure out if what you have fits their desires, as much as you are them. Flip the order of the script.
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I found that most hiring managers consider themselves a good judge of character, and usually have their mind made up based on the resume. The interview was used to prove their point, and therefore the outcome the interviewer predicted. I can’t have worked with that many psychic people, so something was up.
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The number one most important asset of any business is the people you employ. Imagine a world where the people you employ were engaged with you before they ever applied to the job.
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Man, this one is rearing up again. I’ve seen it take over my LinkedIn feed as of late. And like normal, I see a bunch of candidate responses that clearly sidestep it by talking about overcoming. Managers that argue we should only be hiring for strengths. People talking about how others need to be self-aware. This question just doesn’t go away.
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I was working for a branch of a large corporation that had 70% non-native English speakers. I knew a smattering of Russian and Spanish as a result. But I was new to the world of ADA-type accommodation, so I did what any HR person does, I consulted http://askjan.org. What is that you ask? It’s the job accommodation network. My options they listed were overwhelming, to say the least.
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Personally, I think there is a big problem asking a person to liken themselves to a tool. You are asking a person to boil their personality down to that of an inanimate object, that costs money, can break, can be thrown away, and replaced. But I digress.
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I started off my white collar career by talking my way into an office job, I had been a waitress. I didn’t know how to type, and all I knew was a program called Cricket Draw.
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This is a sneak preview of a monster multi-part topic.
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Hey there, and welcome!
This is where you’ll find information that will help you build solid teams and great people operations plans. Hi, I’m Daava (pronounced DAY-vuh). I’ve spent the last 20 years helping companies build robust teams. I’ve learned a lot, made some mistakes, had a lot of successes, and now I want to help you grow your business.
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