How to hire great talent (not someone who’s great at interviews)
Every leader has met someone like this.
Confident, articulate, armed with all the answers. Super polished, unflappable. Textbook ‘great’.
Is this person too good to be true? Possibly. Some people hate interviews. Some people have a natural talent for them.
How do you make sure the person you’re meeting will be good at the job (not just the interview)?
Here are 7 ways to mitigate the risk of hiring someone who’s simply great at interviews.
1. Always ask the extra question
Most interview questions have a natural follow up question (or sometimes several follow up questions). Don’t miss the opportunity to ask these extra questions so you can dig deeper and gain more insights.
2. Include a skills assessment
Skills-based hiring isn’t simply a new trend. It’s the only way. And the options to assess skills are practically endless. You can use a platform or online tool; create a job simulation or role play; or a practical exercise based on day to day tasks in the job. For senior roles you might consider a high-level discussion around a particular strategic priority or challenge.
3. Lean in to behavioural interviewing
Behavioural-style interview questions aren’t new, but they’re grounded in psychology and have stood the test of time. Using questions that draw on real life scenarios and actual experiences will give you valuable insights about actual competencies and prior experiences and how these translate to the job.
4. Be upfront about challenges
One of my favourite ways to approach an interview conversation is to frame a few questions around the challenges this person will face in the job. This serves two purposes: It’s a transparent ‘warts and all’ way to engage with your potential new team member but perhaps more importantly, you can see their reaction to these challenges in real time. This approach will quickly identify the person with interview charisma who might lack the substance to handle said challenges and do the job well.
5. Don’t skip the reference checks
Even if you’re confident you’ve found the right person and you don’t have any concerns or ‘question marks’; don’t skip the reference checks. References are an important data point for your hiring decision and even if everything stacks up well, you can use the reference conversation as a way to understand how this person likes to work, how to challenge them and how to set them up for success.
6. Collaborative hiring
Including several people in the interview process will reduce potential bias and ensure you get a well-rounded view of each candidate.
7. Look for engagement
While experience and skills are the most important thing you’re looking for, we all know attitude and enthusiasm go a long way, too. If you’re looking for the right person (not simply a bum on a seat), look for engagement and positive energy.
For more hiring advice or a confidential chat about your recruitment strategy, get in touch with Cynthia today.