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Colin Powell’s Selection Advice

by | Nov 11, 2011 | Employee Hiring, Interview Techniques, Selecting Good Candidates

“Powell’s Rules for Picking People” – Look for intelligence and judgment and, most critically, a capacity to anticipate, to see around corners. Also look for loyalty, integrity, a high energy drive, a balanced ego and the drive to get things done.”

In theory, this sounds like amazing advice. Focus on the person’s attributes as opposed to their experience and you will find a great employee. But in practice, how can you tell in a 15 minute interview if a person has integrity? This is the age old question that keeps great leaders up at night, worrying that they may not have selected the right people. In a well defined strategic interview, integrity, drive and loyalty are fairly easy to spot. Here are 4 ways to determine if a person has integrity, defined as “Doing what you say you are going to do, when you say you are going to do it.”

Following the directions set forth in the ad. If you ask for a cover letter, a resume and the job title in the subject line, then only interview those who followed all of the directions. If they don’t follow directions in the interview process, they won’t do it once they have direct deposit. The stakes aren’t nearly as high once they get the job.

Meeting Deadlines. An interview is not only the opportunity for a candidate to shine, but it is also a deadline that you can use to measure integrity. Did they show up on time? Are they prepared? Did they do research on the company? If not, then the chances of them being prepared once they get the job are obvious. Again, the stakes aren’t nearly as high, once they get the job.

Homework Assignments. I was in a position one time where a client of mine really wanted to hire a person that I didn’t want him to hire. We agreed to give this candidate a homework assignment and a third interview to see how well she performed. She blew it. Her assignment had spelling errors, grammar errors, wrinkled paper, and wrong information. Her energy level was low at the third interview, and she had little enthusiasm for the task at hand. She clearly didn’t want the job.

Follow Up. I am truly surprised at how rare it is for me to hear a candidate say “I really want this job. What do I have to do to get it?” A simple thank you email works really well to determine a person’s drive and desire for a position. With all of the information out there about how to WOW hiring managers, many people simply don’t, especially for a position that is not a good fit on some level. Do not ignore the signs that a candidate doesn’t want the job, even if they are perfectly qualified.

At A-list Interviews, our entire Response Analysis System is specifically designed to screen candidates based on integrity with 91% retention rate after a year. Colin Powell is on to something. Let us teach you what it is.

How Cheesy!

How Cheesy!

by | Sep 9, 2011 | Interviewing Questions

I have a client who asks candidates this question: “If you were a type of cheese, which would it be?” The question makes people laugh and we have had some pretty clever responses. “Pepper Jack: I’m spicy!” and “Any one of them except blue cheese, because that one stinks!” are among a few of the responses I’ve heard so far.

For a cheese maker, a chef and perhaps a dairy farmer, this question might be appropriate. Perhaps even a marketing position could warrant this question as you might be measuring a person’s creativity.

However for most industries and positions, the information you are getting by asking that question is like just like Swiss cheese – full of holes. How does a description of cheese really evaluate the candidate’s qualities, passion for their work and integrity? Would you eliminate them from your candidate pool if they described themselves as Velveeta?

Focus on asking measurable questions in your interview and truly listen to your candidates. It is really the best way to get the relevant information that you need. Anything else is, well… cheesy!

 

Doubt The Doubt

by | 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!!!