A Great Way to Pick a Player For Your Business Or Work Team

A Great Way to Pick a Player For Your Business Or Work Team

Have you ever conducted an interview and come away feeling like it was a relationship-building exercise? Did you feel like you learned more from the interviewer than the interviewer learned from you? Hiring great people implies avoiding critical hiring screw-ups and successfully testing culture, skills, personality, knowledge, and aptitude. The process for doing this can reliably be performed with a consistent approach to selecting and interviewing candidates.

Before we jump into the process, a great resource for developing these skills is Who by Geoff Smart and Randy Street.

Also, before we jump into the details, a key fact to keep in mind is that you should studiously avoid hiring a generalist. Great centers don't make great guards. Great basketball players don't make great baseball players. The fact is, greatness requires intense focus and application and we are hiring greatness.

So what is the key process? The right approach to hiring the right people is the "score card" approach to interviewing.

The components of the score card are 1) the mission, 2) outcomes, and 3) competencies.

For mission, we are looking for players who can understand our concept of mission and who brings experience and background relevant to successfully completing the mission. Keep in mind that simply liking the person has little to do with their ability to fufill the mission. Instead, you are looking for a specific mindset and posture that predicts how they will face up to the mission for your role.

Next, we are searching for specific outcomes. This means we are interviewing for specific, delivered results that speak to the capacity of the prospect's ability to reach the outcomes you need. Did they double revenue? How did that happen? What were the conditions leading to this result? How did this affect the other managers around you? Did they feel cheated? Were you an effective part of the time while a proven leader. Note and seek not only the major outcomes. Keep a sharp eye on the smallest things that must occur for the plan to be reality. Small outcomes may show more than small ones.

Finally, what competencies must your new hire come armed with to succeed? Can they create financial models? Have they written a business plan? Can they read financial reports effectively? Are they successful in preparing and delivering presentations? Have they managed projects successfully through delivered profitability?

Combining the elements of the score card together and requiring managers to meet the scoreboard items is an important step in a successful hiring process.

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