118: Hiring “A” Players (Part 2)
Developing a Hiring Process to Build a Winning Team
In this episode, Devin and Shannon sit down to discuss the importance of categorizing candidates based on their experience and competency. However, we also emphasize that being a culture fit is crucial for a candidate to be considered for the role - you can listen to part one of this podcast from last week to get in on that conversation.
Today, let's dive deeper into the buckets we use to evaluate candidates!
When reviewing resumes, we pay attention to the job title, experience, and any potential yellow flags, such as gaps or short stints at previous roles. The absence of relevant experience can be a reason to ask more questions - especially if the position requires specific skills, such as a sales position. It’s not that the candidate can't do the job, but they may not possess the demonstrated ability to have done it yet. That's why we recommend using aptitude tests, personality assessments, and top-graded career history forms to gather more information about the candidate and their background, along with multiple in-person interviews.
For instance, starting with basic aptitude tests from LinkedIn or Indeed can give you an idea of the candidate's cognitive abilities, problem-solving skills, and attention to detail. A personality assessment like REACH can help identify if the candidate would be a good personality fit for the position. Moreover, using a top-grading career history form can provide a holistic view of the candidate's career trajectory, including why they left their previous job and their previous salary. This helps us see the value they brought to their previous companies, as well as the value that they can bring to ours.
However, it's important to remember that yellow flags, such as gaps or short stints, are not always a deal-breaker. We should ask more questions and not write off the candidate immediately. Everyone deserves a chance or two!
In conclusion, when hiring, it's crucial to categorize candidates based on their experience and competency, but culture fit and values fit should be the priority. Using aptitude tests, personality assessments, and career history forms can help us gather more information about the candidate, but ultimately, we should always look for someone who shares our culture and values.
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