by Beth | Sep 20, 2011 | Employee Hiring
My passion for interviewing for A-list candidates was born from a horrible hiring mistake that I made. My first business required that I hire a manager to help run the day to day activities. I chose the wrong person and the mistake almost cost me my business. I began to search for people who could really teach me how to interview for the best people. I was shocked to learn that interviewing techniques are really not taught in our business schools. Not one of the top ten MBA programs in the country has a dedicated class on how to effectively select top talent.
I then began to think that the question should be, “HOW do we teach interviewing?” Here’s why: The most effective way to teach interviewing is in the room with the hiring manager and the candidate. I can speak to the intricacies and subtleties of interviewing, but it really doesn’t sink in until you see it, practice it and then integrate it into your own style.
The industry likes to discuss traditional versus behavioral interviewing techniques to screen for the best candidates. My argument with these techniques is that, at best, these styles are only 55% accurate in measuring for the best candidate. And rarely do you find a provider who really teaches the technique. Sure you can find the information in a book, but the nuances that people bring to the table when interviewing are so vast that reading the material in a book will only get you half way to your goal. There are also a few classes in the market place that can give you some of the basics around effective interviewing, but nothing replaces hands-on learning.
When someone tells you that they teach interviewing skills, the first question should be “How?” The next question should be “Are you in the room with me when I am interviewing?” Invest in your business by truly learning how to find the A-list candidates that fit into your culture and has the level of integrity needed to truly shine for your company.
by Beth | Sep 14, 2011 | Selecting Good Candidates
When interviewing for various positions within your organization, the real question you are often asking is “Does this person have integrity?” The interview process between an administrative assistant and Executive Director is exactly the same. I have assisted my clients with interviewing for both positions using the same set of initial questions in order to truly determine this first critical job requirement. A good employee will be dependable and consistent, fulfilling their commitments to the position. A great employee will actually have your back as well, which means when you need to have a task accomplished in your business, you can count on them to get it done.
This integrity philosophy is the basis for A-list Interviews 91% success rate when placing a candidate. While the skill sets of positions within your company may be vastly different, one thing remains the same: the candidate that is hired is the one that will do the job to the best of his/her ability and beyond.
by Beth | Sep 8, 2011 | Interview Techniques, Selecting Good Candidates
In every single interview process that I have ever facilitated, there is always a point where my client turns to me and says “I might hate this process.” I always warn them before we begin that at some point during the process, they will get frustrated. This usually happens when we have been working together through a series of interviews and my clients raise the bar on the people that they wish to hire, which is the goal behind A-list Interviews. There is a delay between this moment and when the higher caliber people begin to show up, causing the employer to wonder if the A-list candidate will ever appear. In other words, they begin to doubt. They doubt the process, themselves, their work, and the candidates.
I love this point in the training and coaching process. We are literally in the darkness that lives before the light, and their A-list person is right around the corner. My clients have all said in one way or another “I doubt we are going to find this person.” I say “doubt the doubt.” If you are doubtful anyway, then doubt the doubt, not the process. Your ideal candidate is about to walk right through the door. It is miraculous!!!
by Beth | Sep 8, 2011 | Employee Hiring, Selecting Good Candidates
One of my clients has been expressing lots of frustration over her interview process. When she shared her aggravation, I listened to her concerns and responded that the search was going marvelously! She looked at me like I was nuts.
I am so certain of our progress because she is learning and thriving throughout the process. She is raising the bar for the people that she desires to hire. She is also beginning to make great decisions regarding the people that she chooses for her business. I responded to her look by letting her know that she would not need me for much longer because she is becoming a phenomenal interviewer. She said excitedly. “Oh! You’re like Nanny McPhee who said “When you need me, but do not want me, I must stay. When you want me, but do not need me, I must go.”
My mission for A-list Interviews is to teach people how to successfully choose great people for their teams. It can be a bit frustrating and trying, but once this is accomplished, my clients have their own magic to tap into. I then confidently move on to the next employer or hiring manager in need.
Nanny McPhee and I both walk in to stressful situations and leave behind a peaceful, productive environment. Are you ready?
