How To Recruit Top People
The interview is a bridge. It's how the hiring team determines whether acandidate is qualified for the job. Less obvious, the interview is how topcandidates determine whether they want the job. So if you're only using theinterview for assessing candidate quality, you're missing a tremendousrecruiting opportunity. Of course, if the hiring team isn't collectively verygood at interviewing, you're wasting a lot time doing searches over again andyou won't be able to hire too many top people anyway.
When recruiters are better at interviewing than their clients, both problemsare solved. Every recruiter has lost good candidates due to their hiring team's weak interviewing skills. The result is the need to find more candidates than necessary. Researches with corporate and third-partyrecruiters indicates that this happens 30 to 50 percent of the time!Eliminating this problem can increase personal productivity by up to 100 percent.
If you know what information top people use when evaluating career opportunities, you'll quickly see how the interview can be used as a great recruiting tool. Here are the criteria and the order in which the best people use them when deciding whether or not to accept an offer:
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THE JOB FIT: This has to do with the scope of the assignment and the long-term opportunity.
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THE HIRING MANAGER: The best people want to work for great managers,potential mentors, those on the move, and real leaders.
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THE TEAM: The best people want to work with other outstanding and talented people.
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THE COMPANY:The company's competitive position, short-term prospects, andlong-term strategy are important aspects of the acceptance decision.
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THE COMPENSATION PACKAGE: A competitive and fair offer is important, but it's usually not the deal breaker if all of the above are satisfactory.If you're not attracting enough top people, if some of the best peopleopt-out of the hiring process along the way, or if you're paying compensationpremiums to attract the best, you're probably not taking full advantage ofhow the best people evaluate career opportunities. A good interview canaddress each of these factors.With this backdrop, here are the three primary purposes of interviewing:
1. PREVENT PEOPLE ON THE HIRING TEAM WHO AREN'T GOOD INTERVIEWERS TO MAKE JUDGMENTS ABOUT GOOD PEOPLE BASED ON SUPERFICIAL, NARROW, EMOTIONAL, ORINTUITIVE REASONS. You have to fight these soft emotions with hard facts ifyou want to ensure that the best person gets the job. Recruiters who arebetter interviewers than their clients can use real evidence to support theirjudgments. If you've ever had a good person not get the job based on invalidinformation, you're wasting your time doing searches over again, so this isimportant. A thorough interview eliminates the not-so-obvious but commonhiring mistake -- not hiring the best person for the job.
2. RECRUIT TOP PEOPLE BY DEMONSTRATING THAT THE OPPORTUNITY IS MORE IMPORTANTTHAN THE COMPENSATION. If you don't conduct a thorough in-depth interview,top candidates won't trust you or take your advice and counsel, no matter howhard you sell. If top people pull themselves out of consideration early inthe process, or if you still find it necessary to pay salary premiums toattract the best, you've overlooked this important aspect of a thoroughinterview.
3. ASSESS CANDIDATE ABILITY AND MOTIVATION TO DO THE REAL WORK. If you only assess ability to do the work -- which is easy -- you might discover too latethat the person doesn't want to do the work needed to be done. This is another common hiring mistake: hiring a person who is competent to do thework, but not motivated to do it.Let me give you a small example here. We're helping Red Bull hire collegekids to give away free samples of their energy drink. How long do you thinkit takes to determine whether someone is good at this? It takes longer thanyou think. With a little training, most extroverted people can do this work.However, to determine whether a person will show up and be effectivethroughout all of their shifts takes about three to four weeks. Determiningwhether someone is dedicated, committed, responsible, and reliable is farmore difficult than assessing competency. Unfortunately, too many managersfocus on a narrow range of competencies during the interview and as a resulthire people they shouldn't -- and don't hire people they should.When recruiters are better interviewers than their clients, they can makesure the right person gets hired for the right reasons. They'll also be ableto prevent top people from opting out of the process too soon, and recruitand close more top people based on the career opportunity, not compensation.Even better, if you know the job, it only takes two questions to conduct acomplete interview. This is what the performance-based hiring interviewing process is all about.To begin, prepare a performance profile(http://www.adlerconcepts.com/resources/2005/10/how_performance_profiles_will.html) with the hiring team. A performance profile describes the challengesand opportunities in the job, not the skills and experiences the person needsto have. Every job has six to eight objectives that define top performance.These are tasks the person needs to perform, not the skills the person needsto have.A software developer, for example, might need to prepare a new user interface within 120 days using MS Visual C++, or an accounting manager might need to upgrade the financial reporting package within six months, or the marketing manager might need to assess and rebuild the team during the first year. By getting the hiring team to agree to the performance objectives required for job success ensures that everyone is using the same criteria to measurecandidate competency and motivation. A performance profile also provides theinformation needed to demonstrate job stretch and career growth. If you don'tknow the real job, all you have left to sell are vague promises, somehyperbole, and compensation.When you meet candidates, all you need to do is conduct the two-question performance-based interview(http://www.adlerconcepts.com/resources/2004/04/using_the_onequestion_intervie.html) The first question involves asking the candidate to describe his or her significant accomplishments at each of their past jobs. Digging deep into each of these accomplishments is the secret here. You need facts, examples,and lots of details for each accomplishment.Soon you'll see a trend line appear, tracking the growth of these accomplishments over time. This has to do with the scope and complexity of the accomplishments, the budget, the types of people involved, and the level of success. You'll also observe a pattern of motivation to do the work. You can then compare these accomplishments and the motivation level to the performance profile. The difference represents job stretch -- the number onereason why top people take new jobs! You'll also know if the person ismotivated to do the work you need done.The second question involves getting into a give-and-take dialogue with the candidate regarding a realistic job-related problem. From this type of questioning, you'll be able to assess intelligence, planning skills, insight,job-specific problem-solving skills, and vision. You might want to read more on how to use this type of performance-based interview.When it comes time to evaluate the candidate, don't take a yes/no vote when polling the interviewing team for their inputs. This approach is prone toerrors, since it allows interviewers to make subjective assessments with noaccountability. Worse, one no vote can override two to three yes votes. Abetter way is to conduct a collective debriefing, during which the teamshares information. This also provides a chance for the recruiter and othergood interviewers to present objective information about the candidate.I use a formal process based on a 10-factor candidate evaluation format wedeveloped. By asking for real information and examples to justify eachranking, many superficial "I don't think the person would fit" and "I reallyliked the person" comments are replaced with "the person got promoted quicklyin each of her past three jobs," and "the person completed the GUI designinterface in three months vs. the six-month target." This is how you use hardfacts to fight soft emotions. As other interviewers begin to share objectiveinformation, consensus is more easily reached and the nay-sayers areneutralized.Top people really appreciate this type of performance-based interviewingprocess, since they have a chance to discuss their accomplishments. Itdemonstrates that the selection process will be based on high standards ofperformance. Describing some of the challenges involved in the job and askingthe candidate to describe some comparable accomplishments is a way todemonstrate job stretch. Describing a major accomplishment as part of asignificant company initiative is how you demonstrate job growth.While there is a bit more to the recruiting process, this gives you an ideaof how you can use the interview to recruit top people based on how they makecareer decisions. It doesn't require selling. It does require a solidunderstanding of real job needs and a desire to understand what motivates atop person to excel.I started this article by making the case that the interview is much morethan assessing competency and motivation to do the work. For one, if a recruiter leads the process, productivity can soar by making sure that top people don't get excluded for superficial reasons. This is how you stop doing searches over again. For another, if you can use the interview to demonstrate job stretch and job growth, more top people will stay engaged throughout the hiring process, and those who accept offers won't require inflated compensation premiums.If you want to hire more top people in 2006, becoming a stronger interviewer than your clients is how you should begin.
