Menageries (managers) :
- Are unclear about what is needed in a job
- Have a weak flow of candidates
- Do not trust their ability to pick out the right candidate from a pool of similar looking candidates
- Lose candidates they really want to join their team
How?
Decide what the MISSION is. What are you trying to accomplish as a team and what will the new hire's mission be. What OUTCOMES must the new recruit realize? Be clear about what COMPETENCIES successful candidates have that enable them to be A players. Be clear about the cultural fit - what needs to exist for ALIGNMENT.
How?
- Create a SCORECARD. This tells you how you'll judge the performance of the candidate after a few months on the job.
- SOURCE lots!!! of high quality candidates.
- SELECT qualifying candidates.
- SELL them on why this position is right for them.
How to efficiently whittle down a bunch?
Use a good phone screen :
- Could you tell me about your career goals?
- What are you really good at professionally?
- What are you not good at or not interested in doing professionally?
- Who were your last five bosses and how will they rate your performance on a scale of 1-10 when we talk to them?
How?
Use a good top-grading interview :
- What were you hired to do?
- What accomplishments are you most proud of?
- What were some of the low points in that job?
- Who were the people you worked with? Specifically :
- -- what was your boss' name and how do you spell that? What was it like working with that person? What will he/she tell me were your strengths and areas for improvement?
- -- tell me about the team you inherited? How would you rate them? What changes did you make? How would you rate the team when you left?
- Why did you leave?
