“If I only I knew they would behave like this! They were brilliant when I interviewed them, how can this have happened?”
This scenario is all too common when we hire people, it’s been an issue forever and a day, let’s have some fun exploring why this occurs and how to fix it. I am going to put on my growth hat today and examine this as though through the lens of a CEO of a growing brand, scaling from startup to growth. To begin with let’s take a step back and consider what an interview process is there for.
As with many areas of business (communication, relationships) the concept of running an interview is not well trained, generally not understood and we often end up in guess mode, we think about movies we saw, an article we read (the irony!) and then create a habit in our brain so we move into a very monotonous style and we also don’t enjoy the experience or worse don’t enjoy judging the interviewee and pile pressure on ourselves to do so.
Here is how the interviewer generally feels:
How can we take Vader feelings out of the mix and break this habit of hiring the wrong people?
Consider what an interview should be, the purpose is to evaluate the ethics, beliefs, feelings, culture of the person you are interviewing. None of these elements shine through on a resume but that’s the core of what we use for our interviews, the reality is we should be able to find out about the individual in front of you, what makes them tick, what kind of person are they, do they want to spend the majority of their time (apart from sleeping) in this office for real?
So why spend our time jousting around a resume, the time of a resume led decision making process is done, it does not serve you or the person you are interviewing. The interviewee really just wants to show their personality and to show you their talents but both sides are caught in a resume model of interviewing which has been rolling for 100 years now.
That is normally where this type of article goes next but we are fixing a problem here. If I offer you questions you won’t do anything differently, a question won’t change who you are. We need to address some freedom of thought here, we need to rummage around the 9 human intelligences and grab the one that matters: Emotional Intelligence.
Emotional Intelligence (EQ) is what drives each and every one of us and consider this, you know those moments where you don’t say what is on your mind, don’t share how you feel, that is your emotional intelligence, it drives our true selves, so why keep it in a box? Why not discover the EQ of the person you are interviewing?
EQ is personality, it’s the way someone thinks, act, behaves and WHY
Understand the true person and what drives them, makes them happy, sad and on and on is very powerful in understand if they fit into your culture, team or if we are honest whether you will like them or not as a person (and yes it matters, sure we can be professional at work but isn’t life better if you get along, shared vision and such?). In a normal interview you don’t get to see the real person, it’s an IQ resume based process, you ask, I answer, we end up with ‘a good fit’ but we don’t KNOW the personality or who we are hiring. So let’s fix that.
Psychology assessments (DisC, Myers Briggs) have been very popular for 50 years, the general concept being it helps someone understand themselves, their behaviours and especially their bad habits. If you’ve ever participated in any of them, you end the session feeling good, you have more awareness of self, life is good, the day after…..
……Nothing has changed, nothing can change and then in lies the issue. These assessments don’t address anything we can change. Having trained over 5,000 people in DiSC, mainly sales people, the most common thread was ‘listen more’, not a surprise for salespeople based on stereotype really. The reality is there assessments feeds the IQ based resume interview style, neither gets you into the what actually makes an individual tick.
Times they are a changin’! It’s taken my five years from my DiSC days to discover alternates, research them, take them, see them in action to validate we have some new kids on the block. I am going to recommend two which you should inject in your PRE interview process and tell you why:
Based on metaprograms and cognitive thinking with 48 data points. ALL of those data points are changeable, you can learn and embrace enhancing who you are.
YOUR WIN: As an interviewer you can see what talents and skills the individual has today and if that matches what you need.
A globally unique propositions which assesses your psychology, emotional intelligence and your personal values. 70 data points and this include assessments and advice as part of the service.
YOUR WIN: See what makes someone tick from how they feel, think, values, needs, beliefs. A powerhouse of insight.
Thus begins your opportunity to have all the knowledge and control of your hiring capabilities, once you understand what makes someone tick I guarantee you it will change how you think, how you ask questions and also how to save yourself time by making the assessment the first step in the process, it will eliminate lots of time wasting interviews where there was never alignment to what you were looking for.
As your brand grows the most important thing to consider is your brand essence. Your brand essence is what go you to the point of growth in the first place, it’s you, it’s your team today so my goal is writing this article was to remind you of that. The biggest fundamental cause of failure is when a brand grows but loses its essence by hiring badly and creating a different experience for their customers. Knowledge is power, embrace it.
We can discuss anything around this article to help solve your hiring issues. Please contact us here and equally, if you need an introduction to the people at 2020 Thinkology who run the assessments referenced we can do that also.