By David Klein
Here’s a thought experiment. Imagine your company as it is – same location, same office, same furniture. Except in this new scenario, every single employee is different. From top down, every job is being done by someone new.
Feels like a totally different company, right?
The truth is, we can get so wrapped up in big-picture thinking that we forget that it’s people who make a company go. Employees don’t only carry out a company’s mission; they’re integral to shaping that mission. And by “people” here, we mean actual, real-life people. People with their own quirks, tendencies, strengths, ideas, and flaws.
This is why getting your hiring right is so important. Get the right folks in there, and your organization’s shooting off in exciting, new directions. Get the wrong ones, and at best you’re running in place. (We won’t spell out the “at worst” scenario!)
So how do you go about doing this? Here are some important guidelines.
Test the Skills That Matter
You’ve narrowed your search down to five people, all with impeccable resumes. How do you make the final choice? Test the skills that matter.
The catch is this: figuring out what those skills are is as important as testing them! Yes, you want your developers to be great coders, your salespeople to be the most personable people you’ve ever met, and so on. This is why always a great idea to give job applicants an opportunity to show you what they can do: have developers code with you; have marketers help solve a small market problem; have HR folks talk about how handling a difficult employee scenario.
But we often underestimate skills like “works well on teams,” or “picks up new things quickly.” And we rarely give applicants an opportunity to show off those “soft” skills that make workplaces successful.
While interviewing, why not pay attention to how polite candidates are, not only to you (of course they’re trying to impress you!), but to those people “below” them on the company totem pole? Is the candidate friendly with the security guard? The administrative assistants? The person who serves them coffee? The person taking their coat?
Watching how a candidate interacts with people like this can tell you a lot. Not necessarily how good a developer they are, but whether they’re someone you want to be working with.
Expand the Idea of “Cultural Fit”
Many on-line hiring guides stress “cultural fit” as a crucial metric. But quite often “cultural fit” ends up being shorthand for “looks like us, dresses like us, has the same background as us, is the same age as us, likes the same movies/food/music we do,” and so on.
This practice isn’t necessarily intentional; it speaks to the ways people tend to be comfortable in the world. But it does close you off to a whole host Go to the full article.
Source:: Business 2 Community