Let’s talk about the heavy bag…the bane of my existence. I am learning how to box, and last week, I had a particularly bad workout with the bleeping heavy bag. I was coming off a week with lots of physical activity, and I hadn’t slept well the night before. All in all, the stars aligned for a bad workout, and frustration took over. When things weren’t going the way I wanted, I broke down in tears over the $#%@! heavy bag.
My trainer, who is an accomplished boxer himself, pulled me aside and said “Everyone needs a Corner Man. Someone who is in your corner, pushing you when you need it, giving you water and a towel at the bell, and cheering you on in your hard moments.” These words really resonated with me, because I think everyone needs this reminder from time to time – both in business and in life.
I have often seen that level of frustration happen in hiring. A candidate that you thought would be amazing backs out at the last minute. The one applicant that you wanted to hire blows an interview. You have eight interviews scheduled in a day, and no one makes the cut. What most people do in this moment is give up and “just hire someone already’, when this is the time to keep pushing forward. After all, dealing with people is always unpredictable, and situations arise that you don’t expect. A Corner Man knows just when to step in and remind you that the time to stay strong is now, because to give up will only lead to more frustration and eventual regret that you gave up.
If you find yourself completely frustrated with the hiring process, and are ready to throw in the towel, I can help. I would be honored to be your Corner Man, to cheer you on and remind you that the right person is out there for you if you just keep pushing forward.
In the meantime, I am back on the (damn) heavy bag with my trainer in my corner.
My daughter, Katy, will be 17 this fall. Recently, she was sitting around with her two BFF’s when one girl asked, “Katy, how many boyfriends do you have?” The other girl jumped in with a reply: “I know! She has 3 full-time and 2 part-time boyfriends!”
When the first girl looked puzzled, Katy replied, “Well, I get different things from each of them!” She explained that boyfriend #1 provides freedom and challenges her intellectually, boyfriend #2 brings flowers and is fiercely loyal, and boyfriend #3 is the perfect group date as his best friends are dating Katy’s best friends. As for the other two, part-time boyfriend #1 provides companionship and reliability, while part-time boyfriend #2: is convenient as she sees him every day.
My husband Randy (Katy’s father) said to her, “Katy, do not settle for someone who doesn’t meet ALL of your criteria. You shouldn’t settle, because you deserve the best of the best.”
In hiring, we often see similar situations with candidates. One will possess the experience the employer feels is vital, another will be a proven team player, yet another exudes enthusiasm. Just this past week, one of my clients exclaimed, “Beth, if we could just combine these two candidates, we’d have the perfect employee!”
Since combining two people into one is only possible in science fiction (and those stories almost always end up badly anyway), many people in this position will try to convince themselves to hire Candidate A because he or she is a BETTER fit than any of the other candidates. This path almost always ends up badly as well, except the result isn’t fiction – it’s your business reality.
If you find yourself in this situation, the better plan of action is to re-read your vision for the ideal candidate, redouble your efforts and hold out for the right fit! Remember what Randy said to Katy: “You shouldn’t settle, because you deserve the best of the best.”
“Stopping a piece of work just because it’s hard, either emotionally or imaginatively, is a bad idea. Sometimes you have to go on when you don’t feel like it…” – Stephen King, author
Many authors have described writing as a lengthy and arduous process. I myself have been in the process of writing a book for almost seven years now, and it seems I’ve been at it forever! And yet, as I put the final touches on my manuscript to send to the publisher, I am struck by how amazing this process has been (even though there were times when I wanted to pull my hair out). The learning, the soul searching, the patience and persistence have all been incredible lessons.
As I write, rewrite, delete, and continue to revise my vision, I realize that the process of writing a book is much like the process of interviewing for new employees:
http://thehistoryhacker.com/2013/08/14/the-civil-war-a-lecture-part-one/?replytocom=949Your vision changes as you go along. The book that I thought I was writing when I began this process is not the book that I ended up writing. I envisioned the process of writing a book was similar to the process of reading one – you start at the beginning and write steadily and smoothly until you’ve reached the end. I was unprepared for the amount of revisions, edits, rewrites and rearranging that occurs… and the same thing happens in the process of interviewing candidates for a position. My clients are surprised that midway through the process, we may change the job title, change the scope of the position or change the current department structure because we now have a better idea of what we need. You truly do not know what you are looking for until you begin the search, any more than I knew what book I would be writing until I started to write it.
http://eecoswitch.com//plus/erraddsave.php?dopost=saveeditNever, never, never give up. Wise words uttered from the amazing Winston Churchill. There were SO many times that I wanted to just quit writing. I got stuck, had writer’s block, or just became fed up with the whole process and would exclaim, “That’s it! I give up!” About that time, I would have a breakthrough that gave my book and my vision for it new energy. When you are interviewing for new employees, you will have bad days. You will think, “I am NEVER going to find someone!” Then, suddenly because you kept at it, a person walks in and renews your energy, both in the new employee and in your business.
It’s worth it. Much like completing a book, when you have finished the search, when you have found your Ideal Person and you have completed the hiring process, you feel like you could “leap tall buildings in a single bound!” You forget the times when you got stuck, frustrated, impatient, and the times where you HATED the process. Instead, you feel like you won the lottery!
While you continue the search for A-list employees (and while I complete this final phase of publishing my book), remember: Anything worth having is worth the trouble of making it happen, whether it be writing a book or hiring your next superstar. And stay tuned as my book, “Why Can’t I Hire Good People?” hits the bookshelves this spring!
This week, I wanted to share some success numbers with you. I have a client, MEP Engineering, who I have worked with for some time. They have embraced A-list Interviews and the Response Analysis System™ wholeheartedly. In fact, in their latest newsletter, they highlighted their hiring process as one of the reasons their firm has been so successful this year. This graphic is their own, featuring their statistics from 2016:
In using A-list Interviews’ 3 Step Interview Process, they’ve been able to efficiently screen an average of 50 candidates for each offer they make. They’ve achieved a 21% growth rate in 2016; whereas this source reports the average employee growth rate for their industry is 3.5%. In addition, while the average staff turnover rate for their industry is 13.3%, their turnover rate is 1%.
Figures like that show a rapidly expanding organization whose hiring process not only keeps pace with increasing demand, but is finely tuned to identify quality candidates.
That’s what success looks like.
Congratulations to MEP Engineering on your tremendous growth! It’s been a pleasure to continue working with you. May 2017 be just as prosperous and successful!
When I founded A-list Interviews over a decade ago, one of the first books I read was Martin Yate’s “Hiring The Best”, which describes the interviewing process as a “dirty secret” in business. He observed that we promote people within our organizations, ask them to assemble and manage teams, and then hold them accountable to the performance of that team without actually giving them the proper skills to be successful. We invest in skills training for goal achievement and leadership, yet rarely do we invest in their ability to conduct effective interviews.
So why after 20+ years is this still a dirty secret? Why haven’t we had a global conversation about interviewing?
People mistakenly believe that conducting an interview is an easy process that comes naturally. “It is something that we feel we are expected to know, or that comes with experience. Couple that feeling with the average ego and you get ‘It’s easy enough to interview; I know a good one when I see one; It’s sort of a gut feel,’” states Martin Yate. Sadly, statistics do not support that assertion. According to Peter Drucker, 2/3 of all hiring decisions are found to be a mistake within the year. That is a 66% failure rate.
Here is the bottom line: successfully interviewing candidates is not a process based on intuition, instinct, gut feel or judgment. It is a skill set like any other, and it can be taught. How do I know this? Because of my dirty secret: I made an exceptionally bad hire who made national news in 2002. In dealing with the aftermath, I was forced to put my ego aside and admit that even though I thought I knew how to hire effectively, it was obvious that I needed a better process. I launched an enormous research project to figure out how to interview people effectively for the best hire, which was the beginning of A-list Interviews. Don’t continue to carry around your dirty secret. The only way to learn and grow is to admit what you don’t know and then ask for help. Let me teach you how to interview people, so that you and your company can be hugely successful!
Many authors have described writing as a lengthy and arduous process. I myself have been in the process of writing a book for almost seven years now, and it seems I’ve been at it forever! And yet, as I put the final touches on my manuscript to send to the publisher, I am struck by how amazing this process has been (even though there were times when I wanted to pull my hair out). The learning, the soul searching, the patience and persistence have all been incredible lessons.
People mistakenly believe that conducting an interview is an easy process that comes naturally. “It is something that we feel we are expected to know, or that comes with experience. Couple that feeling with the average ego and you get ‘It’s easy enough to interview; I know a good one when I see one; It’s sort of a gut feel,’” states Martin Yate. Sadly, statistics do not support that assertion. According to