hiring from a slate of One

interviewing

Expectations and outcomes

Interviewing is a process

How does it get off track?

Inconsistency

traditional hiring Processes

Inconsistency

• mutiple cultures and filters
• talk too much / telling the problems
• love the resume /jargon/ experience
• 45  second decisions
• processes that create winners / losers

comparison

Asking the right question

thrive? It takes the right mix of:

• integrity & motivation
• capacity & understanding
• innovation & implementation

accuracy involves consistently

• using teams to hire
• defining thriving behavior
• watching / listening to candidates
• keeping the candidate talking
• using an interviewing script

Using teams to hire

• first step to consistency
• candidates prefer team interviewing
• builds enthusiasm on both sides
• minimizes legal pitfalls

culture is defined by:

hardwiring

• established between 8-12 years old
• changes slowly; difficult to coach
• limited impact with mentors
• rewiring only by significant life events

know your answers

• questions don't get people hired
• perfect candidate model
• live behavioral grading:  See how they match
• use essentially the same questions for all
• vary candidates, not the questions

watching candidates

Keeping candidates talking

• tell me more about that...
• why is that important to you personally?
• interviewing behavior is highly predictable
• silence is golden

Questions exercise

• pick three questions per trait
• does it happen regularly?
• does it speak to an issue in the culture?
• would the answer be interesting?
• select--do not answer

managing the interview process

• inside moves: who does what
• managing candidate expectations
• gathering feedback/making a decision 
• exiting a candidate from the process  
• skill based interviews

who does what

• which traits to test first
• asking questions / taking notes
• communicating time limitations
• good news / bad news 

managing candidate expectations

• lobby expectations (read)
• what to expect (tell)
• managing time frames and schedules
• gang interviewing

gathering feedback

• ask the questions:  thrive or not?
• make the decision quickly
• communicate next steps

exiting a candidate early

skills based interviewing

• involve the hiring manager and an expert
• focus exclusively on skills needed for success
• potential to thrive + necessary skills  = hire mode
• tours/questions / selling your opportunity
• managing expectations on next steps and time frame

legal issues

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