by Beth | Feb 16, 2015 | Adventures in Interviewing, Employee Hiring, Hiring Managers, Interview Techniques
I have not truly relaxed since 1978. In fact, I hate that word! The word “relax” in the same sentence with my name seems like an oxymoron. I am wrapped tight and proud of it! So imagine my dismay when my swim coach says to me “Beth, you are going to have to relax in the water.”
What?
This makes no sense to me. How do you go fast in the water and relax at the same time? When I asked my swim coach this question, he responded, “You let the water move you. Feel it supporting you.”
Wait…what?
After some consideration and time trying to reconcile this with my logical brain, I just surrendered to the concept and we began working on relaxing in the water. Much to my surprise, my coach was right! Once I began to relax into my swimming instead of pushing my performance, I actually moved more efficiently in the water with less effort, cutting 15 seconds off my 100 yard freestyle, and 11 seconds off my 100 yard backstroke.
As this lesson in life was presented to me, it also occurred to me that if I could encourage my clients to relax during the interview process, we might have similar results. I said to one of my clients the other day that he might think about relaxing while we are in the interview process. He looked at me like I had grown a third eye but agreed to try. The result I observed was that the interview process began to truly work for us and allowed the next amazing hire to come to the table faster, just like my swimming. And when they appeared, it was much easier to identify them!
I will keep working on relaxing in the water to improve my swimming. I encourage you to relax during the interview process to increase the likelihood of finding the right people for your team. In the end, I guess Yo-Yo Ma was right. “With every year of playing, you want to relax one more muscle. Why? Because the more tense you are, the less you can hear.”
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.
by Beth | Dec 2, 2014 | Adventures in Interviewing, Employee Hiring, Hiring Managers, Interview Process, Interview Techniques
Last year during the World Series of Poker, there was a gentleman who made it to the final table and was the first person to lose. He came in 9th place. This year the same gentleman made it to the final table where he tweeted to his network “Not going to get 9th place again.” Guess what happened? He got 9th place again. By the way, the chances of a person getting 9th 2 years in a row at the World Series of Poker is 1 in 42 million.
Many of my clients will call me and say that they aren’t getting the right candidates to the table. I ask them to tell me what their job ad says. I am always a little taken aback by the negative language that people use, like “If you can’t be on time, don’t apply.” I guarantee that when candidates read that line, they see “if you can’t be on time, APPLY.” And they do!
If you truly want to transform the candidate pool, change your language, starting with the job ad. Begin by asking for what you want, not what you don’t. Then share your mission statement and talk about WHY you are in the business you are in. Simon Sinek wrote a book and shared a TED talk called Start With Why that describes fierce loyalty and invested interest when people understand why you do business. Write about the people that you help and how the position will impact them. Describe the position and how it will contribute to the organization, your staff and your clients. If you want to win the game of staffing, then ask for the A-list candidates that you desire and leave 9th place in the dust! I’m ALL IN! Are you?
by Beth | Nov 20, 2014 | Employee Hiring, Interview Process
The single most beautiful resume I have ever seen was written by a woman who stood up at the end of the interview and screamed at my 7 person interview team while banging her fist on the table “I AM NOT FINISHED TELLING YOU ABOUT MYSELF!!!” We had her escorted off the property by security.
The system of screening candidates is backwards…we spend time within the application process by meticulously reviewing resumes when we are really better off spending our time in the interviewing process. Why don’t we? Our culture has told us we can effectively screen people by reading resumes. You cannot. A resume is simply a marketing piece for the candidate. If a sales person brought you a brochure, you would read the fine print. You would ask yourself “What is the catch?” If interested, you would call the salesperson and ask questions, but you wouldn’t take the marketing piece at face value. So why do we in screening resumes?
People on paper aren’t the same as people in person. Randy Smith, A-list Interviews Resume Reviewer Extraordinaire and head to our XLR8 Application Services, says that the better someone looks on paper, the worse they are in person. And you know what? He’s right.
If you have ever worked with me in finding your next A-list employee, you went in blind to an interview without looking at resumes of the candidates you are interviewing. My clients have said that not looking at resumes before an interview actually let them focus on the person in front of them. They listen to the candidate, and the candidate gets a more genuine experience with the company.
My best advice is to spend your time interviewing, not reviewing resumes in order to find your next best employee. You will be amazed at the difference it makes in finding the ideal person for the job.
