Knowing what you know now, would you re-hire each of your employees into their current roles? Or are there some who are doing a good enough job, but given the chance to re-hire them, you might take a pass?
Of course, hindsight is always 20/20, and there’s no crystal ball that will project what a candidate’s performance will be. But if you have doubts about how many of your employees you’d be willing to re-hire, you may have some opportunities for refining your hiring process.
There are steps you can take to get more substantive insights out of each job interview in order to choose the right candidate. Some of those include:
- Don’t fall into common traps with behavioral interview questions. Rather than teeing up your candidate to tell you what you want to hear, ask questions that draw out honest, illuminating answers.
- Define the attitudinal traits you’re looking to hire for at the outset. Intuition is a big part of the hiring process, but you can’t simply rely on “I’ll know a great candidate when I see one.” Zero in on the characteristics you know to be common to high performers.
- Identify whether a candidate is “coachable.” We’ve all met the candidate who is overqualified, as well as the one who’s frighteningly green. Fortunately, there’s a happy medium — the candidate who has room to learn and can be coached toward high performance.
These are just a few of the steps you can take to ensure you get each hire right the first time. To dig deeper on these tips — and many more — join presenter Mark Murphy for the Hiring for Attitude Workshop
at the CEDIA Business Xchange. This session will help turn you into a master interviewer so you don’t find yourself investing precious resources into someone who’s ultimately the wrong fit.
The CEDIA Business Xchange takes place May 11–13 in San Diego. View the full conference agenda
and register now