Hiring Tips – Hire People Like You
Most hiring best practices tell you not to hire people like you, and instead create diversity in your workforce by hiring people different from you. And that’s sort of true. You should hire people with different skill sets, experiences, and ways of thinking. And you should hire people with a similar work ethic and values, or you will consistently be frustrated.
Here’s what I mean: If you live to work and hire people who work to live, that’s a values difference. If your view of what is reasonable regarding expected hours worked is different from your employees, that difference will cause conflict. If, like in our company, you value open, candid communication, but your employees can’t or won’t speak honestly, that’s going cause frustration. And these values and practices won’t change. Trust me.
The question is how to identify candidates’ values and work ethic before you hire them.
Here are a five hiring tips to ensure you hire people who reflect your values and work ethic:
Hiring tips number one: Describe what it’s really like to work for you and your organization. Don’t sugar coat the bad stuff. Tell the truth. Candidates will find out eventually. If the negatives of the job are deal breakers, your new employees will leave anyway.
Hiring tips number two: Check references. I’m shocked at the number of hiring managers who don’t check references. You might think that references have been so well trained to say nothing incriminating, that making the call is a waste of time. This couldn’t be further from the truth. Be personable, make friends with the reference, ask innocent sounding questions, and references will tell you everything you need to know.
Hiring tips number three: Require candidates to jump through some hoops during the interview process. Ask candidates to invest time doing a little of the work they’ll do on the job (this is called a Practical Interview, something way too few hiring managers do) and observing people work in your office. If candidates aren’t willing to invest this time, cut them.
Hiring tips number four: Ask how many hours candidates want to work and candidate’s preferred work hours, and believe what they tell you. If someone wants to work 35 hours per week and your culture is 50 hours a week, no matter how much your new hire wants and enjoys her new job, she doesn’t want to work 50 hours a week, and won’t do so for very long.
Hiring tips number five: Don’t ignore red flags or your instincts. If you think, “I have some concerns, but let’s see. Maybe it will work out.” Run the other way. It won’t work out. You’ll end up cutting that employee after months of training and coaching, or s/he’ll end up cutting you. It’s faster, cheaper, and easier to wait to hire until you find the right person.
Hiring rule of thumb: Be slow to hire and quick to fire.
Tags: behavioral interviewing, best hiring practices, hiring tips, interview best practiceshiring best practices, interviewing questions, interviewing tips
Would you consider important to know how much enthusiasm does a candidate have? For some reason I seem to get it wrong every time I try to measure enthusiasm, it has been rather important for me, but I’m not sure if in the end it’s really that important.