by Beth | Apr 15, 2015 | Employee Hiring, Interview Process
We all know what we need to do to lose weight. Eat less, work out more. Eat more vegetables and less sugar. Cut out the sodas and too much salt. Cross train in your workouts so that your body is constantly doing different activities. Eat out less and at home more. There are no short cuts. No pills to swallow that lead to long term weight loss, and no quick fixes. No one can do it for you. You have to do it yourself.
The same could be said for hiring. There are no short cuts or quick fixes. You have to run a strategic process which means you will interview a lot of people, not just a few. You have to know what you want, and you can never second guess yourself. And, NO ONE can do it for you… not even me.
While I am considered an expert on the interview process with an average 30-50 people interviewed each week and over 13,000 people in my career, I still cannot interview FOR you. I can only interview with you. I can show you how to prepare, conduct and perform an interview to find the very best people for your team. I can share my expertise with you, but I cannot do it for you. The minute you step away from the process, the effectiveness of your hiring process goes down.
So, how do you lose weight while interviewing? You eat a spinach salad at lunch and take a quick walk around to building on your break. You leave the cookies in the break room for others to eat, and you do not go into the break room until they are all gone. You drink a ton of water, and you keep your eye on the prize… a fantastic new candidate and new dress in a smaller size.
by Beth | Apr 1, 2015 | Adventures in Interviewing, Interview Process, Interviewing Questions
At the end of an interview, a candidate asked me, “Can I ask you a fun question?” I responded with, “Sure!” The candidate then went on to ask me, “If you were stranded on a desert island, and you could only have 1 c.d. for your c.d. player, which one would it be?“ I said “Patsy Cline’s greatest hits.” “Awesome,” he sighed.
I began to ask myself about the point of his question. Through his question, what did he discover about the company culture? Nothing. What does he now know about the job? Nothing. What information does he now have that he didn’t before? None. So, why ask the question?
People are constantly asking me what questions I ask a candidate in an interview so I tell them. It is no secret. I want to know about your relationship with your past managers and co-workers, how you handle being overwhelmed, and how much research was done on the company for which they are interviewing. These questions all apply to the job. I do not ask about deserted islands, how many golf balls fill an airplane, or if you were a cheese, which one would it be, because those questions cannot be evaluated. Whether you consider yourself as blue cheese or swiss cheese does not help me determine if you can do the job that I am asking you to do and if you want to do the job that I am asking you to do. Questions related to Patsy Cline can come later after they have been hired.
And truth be told, I would actually not be listening to Patsy on that island. I would use the c.d. to reflect the sun to a passing airplane so that I could be rescued.
by Beth | Mar 18, 2015 | Adventures in Interviewing, Employee Hiring, Interview Process
In a recent interview, we asked candidates some questions about project management. One candidate was talking about how their part of a project was completed when their bosses’ portion had not been finished. I said to the potential employee, “What would you do should this happen again?” and without missing a beat, he said “I’d chew her out. Just joking!”
After the interview was over, I said to my client “You know that we cannot hire that candidate based on that statement.”
The client responded, “But he was just joking, Beth.”
I replied, “Maybe so, but chewing out your boss? That’s not funny.”
In an interview, our job as hiring managers is to listen actively to the exact words of the candidate’s response. Remember, a job seeker will attempt to put their very best foot forward to impress a potential employer. If you listen to the actual language they are using within their finely tuned responses, you can identify personality traits and core values around work. Through this knowledge, you can identify how a person will fit into your culture, what type of management style they will thrive under and more. Therefore, if you are going to listen to the candidate’s “just joking” comment, then you also have to pay attention to the “chewing out” part.
When we are conducting interviews, we tend to listen to what we want to hear because we want to hire someone. We want the candidates to succeed and become our next new employee! And we are often willing to do whatever it takes to make the candidate ideal, including dismissing a comment like “just joking.”
We do not know what the candidate meant when he said that he was just joking. Maybe he was. But maybe he was not. Can you take that chance with a critical function like a new hire? If you do take that chance and he was not joking, do you want to work with an employee who will “chew you out?” While it may appear the language being used was positioned as a joke, hiring is no laughing matter.
by Beth | Feb 16, 2015 | Hiring Managers, Interview Process
I used to think I hated sushi. I thought “Who on earth would willingly put raw fish in their mouth, swallow and LIKE it?!?” I held strong to this belief until 1996, when a guy named Randy Smith asked me out on a date and took me to my first sushi restaurant. I had no idea how to order, what to do, how to eat and how to use chopsticks, so Randy showed me how. He ordered very mild fish, because he did not want to turn me off of sushi. He wrapped a rubber band around my chop sticks so that I could learn how to hold them, and he showed me how to mix the wasabi in with the soy sauce so that I didn’t destroy my nostrils.
That night changed my life. Not only did I begin a lifelong relationship with Randy Smith, but also with my love of sushi.
During this amazing night, I also realized I learned an important life lesson as well. The fact is, I could have learned about sushi on my own. I could have struggled with my chopsticks and put WAY too much wasabi in my soy, but I had a guide… someone to show me the ropes, so that my experience was so much more enhanced and the likelihood that I would actually like sushi was increased.
Now how does this apply to business? I realized early in my professional career that I could teach myself certain skills and muddle through all of the mistakes that come from learning a new ability. But I also realized that there are times when it is better to have a guide, a professional who can lead me through learning a new skill set, increasing the likelihood I would both like the activity and my effectiveness when executing it. At A-list Interviews, I am your guide in interviewing for new employees. Can you do it yourself? Yes. Should you? Sometimes. But having someone in your corner with an objective opinion acting on your behalf and showing you the way will definitely enhance your experience. Hire all you want, when you want, but hire an expert to help. You deserve it!
by Beth | Jan 26, 2015 | Employee Hiring, Interview Process, Interview Techniques, Selecting Good Candidates
Over Christmas my beloved grandmother sent us a 750 piece puzzle with a picture of puppies with different color bows and colorful wrapped presents in the background. Randy, Katy and I gathered around the coffee table and seriously didn’t get up for 3 straight days. We began with the outline of the puzzle, filled in the colorful gifts, the bows, and finally the puppies who were all tan. It was so satisfying when we were finished with it!
Completing a puzzle is like completing the interview process. You begin with an outline of what you are looking for, and as you interview more and more people the picture of your very best fit begins to fill in the middle. There are times that you get frustrated. There are times that you get a string of pieces that all fit in at once, and you are so proud! There are times that you look at the same piece a 1000 times before you actually are able to put it where it belongs. Overall, at the end of the interview process, you should feel like you won the lottery, not like you finished the puzzle but piece number 750 is missing.
The journey of putting your puzzle together is fraught with detours, bumps and bruises and in the end, it is so completely satisfying when it all comes together. This feeling is precisely why I do every day what I do. I LOVE it!!!
by Beth | Dec 23, 2014 | Interview Process, Leadership
I was recently flying back from Kansas City and was seated behind three gentlemen on a business trip. One of the men was the boss and the other 2 worked for him. I always like to listen in on conversations between employers and employees as I learn a tremendous amount through their interactions with one another, particularly when it comes to company culture. Here is a recounting of the conversation I overheard:
Boss on the phone: “I’ll call you when I get there. Bye honey!”
Employee #1: “You didn’t tell your wife what we were doing, did you?”
Boss: “Of course! I don’t lie to my wife.”
Employee #2 (laughing): “You just color the truth, right?”
Boss: “Nah. She sees through that crap. One of the things that I like about her. Now, about those reports…”
After that, the 3 men continued to laugh, joke around and talk about business, but the tone of the conversation had shifted. The boss had declared the values of his interaction with his wife and set the tone for the interaction with his employees. This short, simple conversation with the man’s wife had shifted the company culture. There is no longer the expectation that you lie to your wife (or to your employer for that matter). The boss declared that lying was unacceptable, and the employees paid attention.
I have lots of people ask me how to interview more effectively because they want a different company culture. My answer to them is always the same: shifting the culture is a simple conversation about values. Once you know your company values and can articulate them quickly, you have changed your company culture.
At A-list Interviews, our values are spelled out through an acronym of “A-list”: Authentic, Leadership, Integrity, Satisfaction and Teamwork. Where that culture really plays out is when we make a mistake, we take full responsibility for it. And we certainly don’t lie to our spouses (or employees) about it. If you want better culture, set the tone and your people will follow.
We all know what we need to do to lose weight. Eat less, work out more. Eat more vegetables and less sugar. Cut out the sodas and too much salt. Cross train in your workouts so that your body is constantly doing different activities. Eat out less and at home more. There are no short cuts. No pills to swallow that lead to long term weight loss, and no quick fixes. No one can do it for you. You have to do it yourself.
