Have you ever made a bad hire? If so, you know it can drain time, energy, and morale from your team. And it's also quite expensive! Hiring the right people isn’t just important—it’s essential. I often think of Jim Collins’ famous quote:
If we get the right people on the bus, the right people in the right seats, and the wrong people off the bus, then we’ll figure out how to take it someplace great.
The High Stakes of Hiring
Hiring is one of an organization’s most crucial and costly processes. So, how can you ensure you’re bringing the right people onto your “bus”? Over the years, I’ve noticed that many organizations struggle with this, often for reasons such as:
Being too busy
Lack of proper interview training
Undefined hiring strategies
Poor planning
Falling into the “warm body syndrome”—just wanting to fill a seat quickly
The Keys to Effective Hiring
To minimize biases and maximize success, you need a clear strategy and well-trained interviewers. A structured process tailored to each position makes a world of difference. Here’s how to set it up:
Define What You Really Need:
Identify the specific skills, traits, and qualifications crucial for the role.
Train your Interviewers:
Interviewing doesn't come naturally. It is a skill that must be taught and cultivated. Here are some areas where I recommend training interviewers - and I have a workshop for that (just sayin'). Running an interview - all of the components of an interview (putting candidates at ease, opening, closing the interview, etc.) Biases that may impact decisions and how to minimize them
Listening well and using body language and tone to their advantage Asking good questions - and know what not to ask
Red flags that indicate they probably shouldn't hire someone
Ask the Right Questions:
Use behavioral and situational questions to uncover a candidate's true potential.
Involve the Right People:
Include at least three interviewers to gain diverse perspectives and reduce bias.
Communicate Clearly:
Ensure candidates understand the role and your expectations so they can assess their own fit.
Prioritize Culture Fit and Team Dynamics
A great hire doesn’t just have the right skills—they also align with your organization’s values and culture.
Patrick Lencioni’s Ideal Team Player model highlights three key traits:
Humble: Values others’ contributions and avoids seeking personal attention.
Hungry: Demonstrates a strong work ethic, reliability, and self-motivation.
Smart: Shows good judgment in dealing with people.
Assessing for Values and Fit
In order to assess whether candidates fit your culture, communicate your organization’s values and expectations early and consistently throughout the interview process. Craft questions that reveal whether candidates embody these values and observe their behavior closely.
By taking a thoughtful, strategic approach to hiring, you’re not just filling seats—you’re building a cohesive, high-performing team ready to take your organization to new heights.
If you need help training your leaders and developing a sound recruiting and hiring process, reach out to leslie@influencehrconsulting.com #recruiting #hiring #employeeengagement #corevalues #interviewing #hr #hrconsulting
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