Who's The Right Choice?
No company wants a quick fix. Hiring someone is creating a relationship that will last years and potentially decades. To find those people who are loyal and more importantly find fulfillment in their job, you are going to have to take more into consideration than their resume. The same thing can be said to those that want to be the right person for the job. It's not enough anymore to have a fancy resume and cover letter.
There are a lot of people out there looking for work right now. This can be tough for companies and the people looking for work. With so many options how do companies know their hiring the right person, and with so much competition how can people standout from the crowd.
As a personal and business coach for many years this is one of the best articles I've ever written! I've prepared many people for interview that landed them the job of their dreams. Also worked with companies on hire right over hiring fast. This is something that can help everyone!
Hiring another you
Have you ever seen the Gillette razors commercial where the guys are all sitting in a waiting room waiting to be interviewed? One guy notices pictures on the wall of company's board members, and notices they're all bald. So he runs to the bathroom and shaves his head with a Gillette razor of course, and makes it back just in time for the interview. Sorry to all you bald job seekers out there, it was just a commercial. But it's no so far fetched.
As people, we tend to gravitate towards people like us. Why? Because we want to get along with the people we work with. But if you’re hiring only people that are similar to you, knowingly or unknowingly, you’re heading for a fall. Every company needs a whole host of skills, and a whole host of personality types to keep the organization in balance.
Hire for Personality
No matter how great an candidate’s resume may look, no matter how articulate they are, or how well they present themselves, if they lack inter-personal skills, there’s little chance they’ll fit in with your company. The best employees are the ones who are positive, upbeat and with a can-do attitude, not simply to get the job done in a more efficient and pleasant manner, but also for the morale of the entire team. Skills, people can learn. Personality? There’s no changing that.
I interviewed several CEOs of very large companies and one of them gave an interesting answer to the following question. When asked, "If you have 2 or 3 candidates with the exact same education, same experience level, same passion for the company and all the same qualifications, how would you choose between them." His answer...... "Take them out to lunch!" Yeah I didn't see that one coming either. He said the reason was simple, "I have to see their character and know how they will treat people in a real world experience. I want to know who will open the door for the other, this tells me who is selfless; I want to hear who uses the words please and thank you, it tells me someone taught them manners; I want to see who puts salt on their food before tasting it, it tells me they're willing to make decisions without information."
The Best Fit for Your Company
When people have a common goal, and have the same vision for the company, all the energy flows in the same direction. When getting someone to talk in an interview, ask open ended questions that get them talking about the direction their headed in life. Getting a feel for their purpose is the best way to finding out if their a good fit. If the soul of the company is service and the candidate's focus is being a millionaire that's not a good match. Don't get me wrong you can serve a lot of people and become a millionaire but that's not the focus. Just like if the soul of the company is being innovative and creative, but the candidate keeps bringing up that they don't like change, that's not a good match.
As the person people interview it feels great to land the job right? You get to post on social media, tell your friends and family, them people get to congratulate you. It's an amazing feeling, but that feeling is temporary. Especially if your focus is the employment and not the employer. Trust me when I say, if you are not the right person for the job you should want to know it just as bad as they do. Face it, I'm sure you are an amazing person, but you're not the right match for every company.
Just as much as they are interviewing you, you should be interviewing them. Ask them questions about the company, about their personal experience, about community outreach, about non-profit partnerships, about compensation adjustments over in the past, about mass layoffs, about industry shifts over the next 5 years, etc. If these are things that are important to you.... ask, because that will give you the heartbeat of the company.
Listening
Oftentimes, interviewers spend their time talking, losing a valuable chance to get to know the interviewee. It’s amazing what you can learn if you really listen to what the interviewee is saying. Don't them off to easily with short answers. Feel free to ask them to elaborate or even ask the question again in a different way. Which ever side of the desk you're on, keep in mind this one simple rule. The person who asks the most questions controls the conversation.
Soft Skills
I spoke a California State Dominguez Hills recently and my topic was, "Hard Skills Land the Interview, Soft Skills Land the Job." Soft skills such as social and emotional intelligence are often overlooked in an interview. Mostly competent people can be taught to do a job, but problem solving and navigating through issues with other people is a different monster. But those with high social intelligence will know what to do when there’s a problem within the office, say with another employee or with a client.
Creating a great team isn’t just about getting all the right skill set together, it’s about creating the right dynamic so that employees are motivated, happy in their jobs and satisfied.
Staff Retention
Once you have recruited the right person you then need to ensure you can retain and motivate them, so the new employee will commit to your organization for the long-term. Building a company culture where staff feel valued and appreciated is essential. Remember that term "Company Culture". I've been helping companies with this for years and trust me when I say, if you don't purposefully create your culture, a defacto culture will exist and it might not be to your liking. By promoting a business culture that employees can buy into, they will become more motivated and work more passionately to make the business a success.
By taking all of these tips and insights into consideration you will set yourself and your company on the right track. Imagine saving yourself a lot of stress and your company a lot of money by not hiring the wrong people. The time to put this into practice is now!
There are a lot of people out there looking for work right now. This can be tough for companies and the people looking for work. With so many options how do companies know their hiring the right person, and with so much competition how can people standout from the crowd.
As a personal and business coach for many years this is one of the best articles I've ever written! I've prepared many people for interview that landed them the job of their dreams. Also worked with companies on hire right over hiring fast. This is something that can help everyone!
Hiring another you
Have you ever seen the Gillette razors commercial where the guys are all sitting in a waiting room waiting to be interviewed? One guy notices pictures on the wall of company's board members, and notices they're all bald. So he runs to the bathroom and shaves his head with a Gillette razor of course, and makes it back just in time for the interview. Sorry to all you bald job seekers out there, it was just a commercial. But it's no so far fetched.
As people, we tend to gravitate towards people like us. Why? Because we want to get along with the people we work with. But if you’re hiring only people that are similar to you, knowingly or unknowingly, you’re heading for a fall. Every company needs a whole host of skills, and a whole host of personality types to keep the organization in balance.
Hire for Personality
No matter how great an candidate’s resume may look, no matter how articulate they are, or how well they present themselves, if they lack inter-personal skills, there’s little chance they’ll fit in with your company. The best employees are the ones who are positive, upbeat and with a can-do attitude, not simply to get the job done in a more efficient and pleasant manner, but also for the morale of the entire team. Skills, people can learn. Personality? There’s no changing that.
I interviewed several CEOs of very large companies and one of them gave an interesting answer to the following question. When asked, "If you have 2 or 3 candidates with the exact same education, same experience level, same passion for the company and all the same qualifications, how would you choose between them." His answer...... "Take them out to lunch!" Yeah I didn't see that one coming either. He said the reason was simple, "I have to see their character and know how they will treat people in a real world experience. I want to know who will open the door for the other, this tells me who is selfless; I want to hear who uses the words please and thank you, it tells me someone taught them manners; I want to see who puts salt on their food before tasting it, it tells me they're willing to make decisions without information."
The Best Fit for Your Company
When people have a common goal, and have the same vision for the company, all the energy flows in the same direction. When getting someone to talk in an interview, ask open ended questions that get them talking about the direction their headed in life. Getting a feel for their purpose is the best way to finding out if their a good fit. If the soul of the company is service and the candidate's focus is being a millionaire that's not a good match. Don't get me wrong you can serve a lot of people and become a millionaire but that's not the focus. Just like if the soul of the company is being innovative and creative, but the candidate keeps bringing up that they don't like change, that's not a good match.
As the person people interview it feels great to land the job right? You get to post on social media, tell your friends and family, them people get to congratulate you. It's an amazing feeling, but that feeling is temporary. Especially if your focus is the employment and not the employer. Trust me when I say, if you are not the right person for the job you should want to know it just as bad as they do. Face it, I'm sure you are an amazing person, but you're not the right match for every company.
Just as much as they are interviewing you, you should be interviewing them. Ask them questions about the company, about their personal experience, about community outreach, about non-profit partnerships, about compensation adjustments over in the past, about mass layoffs, about industry shifts over the next 5 years, etc. If these are things that are important to you.... ask, because that will give you the heartbeat of the company.
Listening
Oftentimes, interviewers spend their time talking, losing a valuable chance to get to know the interviewee. It’s amazing what you can learn if you really listen to what the interviewee is saying. Don't them off to easily with short answers. Feel free to ask them to elaborate or even ask the question again in a different way. Which ever side of the desk you're on, keep in mind this one simple rule. The person who asks the most questions controls the conversation.
Soft Skills
I spoke a California State Dominguez Hills recently and my topic was, "Hard Skills Land the Interview, Soft Skills Land the Job." Soft skills such as social and emotional intelligence are often overlooked in an interview. Mostly competent people can be taught to do a job, but problem solving and navigating through issues with other people is a different monster. But those with high social intelligence will know what to do when there’s a problem within the office, say with another employee or with a client.
Creating a great team isn’t just about getting all the right skill set together, it’s about creating the right dynamic so that employees are motivated, happy in their jobs and satisfied.
Staff Retention
Once you have recruited the right person you then need to ensure you can retain and motivate them, so the new employee will commit to your organization for the long-term. Building a company culture where staff feel valued and appreciated is essential. Remember that term "Company Culture". I've been helping companies with this for years and trust me when I say, if you don't purposefully create your culture, a defacto culture will exist and it might not be to your liking. By promoting a business culture that employees can buy into, they will become more motivated and work more passionately to make the business a success.
By taking all of these tips and insights into consideration you will set yourself and your company on the right track. Imagine saving yourself a lot of stress and your company a lot of money by not hiring the wrong people. The time to put this into practice is now!
