Interview bluffers are candidates who turn up to interview with all the boxes ticked, charisma, experience, confidence, success. However, behind the façade, they just can’t deliver what they promised. So how do you avoid the pit falls of hiring these people? Two words: Hire differently.
Here are a few handy tips to demonstrate how…
1.) Look outside the CV. You won’t find the right person just because a CV looks good. There is a wide body of research that confirms previous experience is the least reliable predictor of future performance. Hiring for attitude is the latest recruitment fad and motivation is at the heart of accurate hiring.
2.) Know your company culture. A great employee at one organisation may not be a great one for yours. If culture fit is wrong, even a star performer won’t be able to, well, perform.
3.) Understand your current team. Know who your star performers are, know who flies under the radar and know who creates a negative atmosphere. By understanding this, you can deduce the characteristics you need in the work environment.
4.) Know what great is. Once you have deduced who your star performers are, this will give you a criteria to hire against. By understanding their values, motivations and behaviours, you will know what it takes to be successful, in your culture.
5.) Mind Map. Grab a note pad and pen. As quickly as you can, write all the aspects of your high performers that differentiates them from the rest. Now, classify these into whether you think each aspect is part of their intellect, values, motivations, behaviours or their experience. The results might surprise you!
6.) Listen to advice. The CEO of Visa was quoted as saying: “Hire and promote first on the basis of integrity; second, motivation; third, capacity; fourth, understanding; and last and least, experience. Without integrity, motivation is dangerous; without motivation, capacity is impotent; without capacity, understanding is limited; without understanding, knowledge is meaningless; without knowledge, experience is blind. Experience is easy to provide and quickly put to good use by people with all the other qualities.” These principles are the reasons why just understanding competencies are not enough to create performance.
It’s time to beat the bluffers! Get better at hiring than they are at interviewing!