Too many people interview on gut feel and hire in the same way. I’ve done it myself: You think: “I like him or her”. That’s a mistake. Now, I have a system. But before you start the interview you need to build the job up. Sell your vision of where the company is headed and how they will fit in to what you’re trying to achieve. Tell them: “This is what we’re going to do and this is how we’re going to get there”. Give them a reason to want the job more than they’ve every wanted any job before.
Avoid Hiring Mistakes
To avoid hiring on a hunch, create a scorecard based on the role. What does in involve? How would a successful candidate carry it out? What attributes do you need from this person in that role? Then interview against those attributes. Start by asking them about what they are good at. That’s the easy bit, but you also need to find out where they are going to fall over. You do that by posing the following question: “When we ask your ex-boss what you’re going to struggle with, what do you think they’ll say”. It’s a tough question – and it’s designed to be. A lot of the time candidates will say: ‘I put too much pressure on myself’ or ‘I work a bit too hard’. So ask for an example and keep on digging. You have to push them to the point where they are very uncomfortable. It can be hard to do, but it’s far harder to hire someone who can’t do the job – and then have to find the money to replace them in three months time.
Knowing when to Let Go
Hiring the right people is important, but so is getting rid of the wrong ones. If you’ve made a decision that they are not right for your company you need to exit them as soon as possible. If someone’s not puling his or her weight or everyone else suffers. And why should they? It’s amazing how often there’s a collective sigh of relief in the workplace when you get rid of someone like that. No one enjoys firing staff, but there is an elegant way of doing it. Sit them down, point out what it is they are doing wrong and wish them luck. Stay calm and be reasonable. But never feel guilty. If they aren’t up to the job then letting them go is the right thing for your business – and ultimately it’s the right thing for them.