Are you good at job interviews? Or rather, are you good at selecting new members of your team that will improve the quality and success of the organization? We’ve all walked into environments and immediately felt excited about being there. We have also walked into environments that are scary to us-too quiet or too loud, too formal or too informal.
Finding and retaining great people is one of the key factors for successful companies. Yet, most companies don’t spend much thought on what makes a great addition to their team. The more clear you are about what the candidate should accomplish in 60, 90, 120 days, the more likely you and the candidate will know if this is a good fit.
Ask what they have accomplished in a previous job that is like the objectives you have for this job. Where did they struggle? How did they work through the issue? What kinds of problems do they like to solve? There is no wrong answer to this one. But, it might be the wrong answer for this particular job.
And, check out the culture/values fit. What is important to them about their work environment? Do they like a shoot first, aim later culture, or a careful step-by-step process oriented? Ask them for examples.
If you have articulated your company values and behaviors, share them. Ask them for examples where that has worked or not worked for them in the past. Many people say they hire for attitude. That works for getting people on the bus, but the right seat comes down to skills, abilities and values. I say you need all three. Take your time and do it right.