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 | Aug 29, 2014 | Adventures in Interviewing, Employee Hiring, Interview Process, Selecting Good Candidates
My daughter once made a Christmas present for me that she didn’t want me to see. She had me bend down and she covered my eyes with her little hands. We stumbled along until we got to her room, and she pulled her hands away. My surprise was a diorama of Christmas at the Smith house, complete with the tree, presents, the stockings by the fireplace and my kid walking in on Santa going up the chimney. It is the cutest thing, and the detail was something that I never would have expected. It sits out on our bookshelf all year round, and I still remember covering my eyes and going blind in that great surprise.
When I begin working with a new client, I ask them to do something that they have never done before: I ask them to go into an interview with a candidate blind. Don’t read the resume. My client will know the candidate’s first name and that is it. Why? Because reading the resume before you meet the candidate gives you the ability to pre-judge. It feeds into our prejudices, and when you read a resume, you miss the surprise.
At A-list, we have a person in charge of screening resumes, and he is amazing at it! He developed a process for screening quickly and effectively, all the while, allowing my clients to be surprised by what the candidate brings to the table and checking their prejudices at the door. This process allows for more diversity, more ideas and more creativity in a company.
Next time you hire someone, have someone else screen for you. Don’t look at the resumes: be surprised by going blind into your next interview.
by Beth | Jul 29, 2014 | Firing Employees
A few weeks ago, I received a phone call from a frantic client who had to fire someone. She was late, she was dropping balls, and worst of all, there had been multiple client complaints. He tried everything that he could to get her up to speed: he sent her to training classes; he moved her office into his; he wrote list after list of processes so that she could learn… nothing worked. After 2 years, it was time to let her go.
My client was just horrified to take this action. He kept saying how nice she was, what a good person she was, and how much he liked her. Yet, she wasn’t getting the job done. He was doing her job AND his, all the while paying her to do a job not well done.
Here is the bottom line: if someone isn’t successful in their job, they aren’t happy. If they aren’t happy, they aren’t successful. They have to LOVE their job to be good at it. If they aren’t good at it, then everyone loses. Your job as their boss is to recognize when someone isn’t being successful, and do everything that you can to help them be successful. Then, if that doesn’t work, you need to let them go. You deserve an employee who loves working for you, and your fired employee deserves a chance at happiness. If it isn’t working for you, then it isn’t working for them either.
What I really appreciate about this client is that he isn’t excited about firing this person. He isn’t making this decision lightly, and it doesn’t feel good to him. This time, we will hire the right fit by going through the A-list Interviews 7 Step Process, so that this doesn’t happen again.
by Beth | Jul 15, 2014 | Employee Hiring, Interview Process, Selecting Good Candidates
James “Doc” Counsilman, swim coach to the great Mark Spitz, was the oldest person to swim across the English Channel at the age of 58. What makes this story so remarkable? He had been diagnosed with Parkinson’s disease 4 years before that swim. In order to prepare for that amazing swim, he sat in ice cube baths to prepare for the cold water. When reporters asked about his pain level upon his completion, he said “it only hurt once… from beginning to end.”
Last week, I finished a job and hired a fabulous candidate for my client. We interviewed 38 people, had over 100 applicants, then we ran into wall after wall. We had multiple no-shows, offered the job to someone who couldn’t take it, and had someone walk out without shaking our out stretched hands. Upon our glorious candidate accepting the job, my client turned to me and said “Is there ANY way you can make this process less painful?”
The simple answer is no. I wish I could. Frankly, this process is not the most enjoyable business activity. Hence the reason businesses often put it off until the need for someone is so great that they have to begin the interview process. There will be days when you truly despise the process and even me as your interviewing coach. What you will get when you work with me is that I make your life so much easier after you go through this process and after we find the A-list new hire you are seeking. You WILL be able to take days off, you WILL be able to rest, you WILL be able to trust that things get done, and you WILL hurt a lot less once you swim that channel. And just like Doc said, “It will only hurt once…from beginning to end.”
by Beth | Jun 30, 2014 | Employee Hiring, Firing Employees, Interview Process, Selecting Good Candidates
I always find the hiring process fascinating, especially when I begin working with people who have had employees on staff for an extended period of time that are not a good fit. They almost always report to me “I knew it was not going to work out” after we get to a place where we are going to let go of an employee and begin searching for the perfect candidate to hire.
As many of my conversations with new clients go, I met with a potential new client who began the conversation with “You have to know that I am BAD at hiring.”
I said, “How do you know?”
He said, “Because I just fired the worst hire EVER.”
I asked, “When did you know that this employee was the worst hire ever?”
He said, “I knew the first day. I just KNEW it was not going to work out. And I have known that for 2 years.”
Now two years may be somewhat extreme, but I hear many of my clients report that they hired someone, knew they were not going to work out almost immediately, then left the person in the position for months if not years just to avoid having to interview again. Instead I challenge you fellow business owner to hire differently by really listening to the candidates during the interviews. They will tell you if they will not work out. You just have to listen.
For example, last week, I interviewed a candidate that my client really wanted to hire until we started talking about the language that this person used in the interview. It was always someone else’s fault, they didn’t get enough training, and the traffic was always terrible. The client looked at me with this hang dog look, like I had just burst his balloon. I commented “Do you know this one is a no?” He said “Yes. But I don’t want to know that it’s a no. I want a new employee!” This is the absolute most difficult part of the interview process. You are tired, you need help and you want this person to work out SO bad! But as another client of mine said, “When you shorten this process, you pay the piper.’ And he’s right. The price is an employee who you knew from the start would not work out. Then you have to go through the pain of firing and hiring all over again.
I encourage you to listen to yourself and the language of your potential new hires. You know when it’s a no. Wait until you know it’s a yes.
