Are you hiring for the right reasons? Or are you just getting people on your team for the sake of filling in the numbers? Hiring is not a joke, not to your company and certainly not to the candidate. You’re basically investing your time, effort, and money as you go through this process so do yourself a favor and get it right the next time you’re hiring another salesperson on your team.
Today, we talk about Hiring 101 with the amazing executive coach Monique Betty who shares with us principles that can help sellers and entrepreneurs. Through her company CareerSYNC, Monique works primarily with professionals who have a desire to succeed in the workplace through continuously investing in their life. She works with individuals around the world especially those at a point of making a significant job change to do something completely different, those who don’t know how to position themselves in a new emerging field they want to get into, or those who simply want to invest in their leadership to step up within their organization.
Here are the highlights of my conversation with Monique:
Challenges with job interviews today:
From the perspective of a hiring manager:
- Finding a diamond in the rough – candidates who are highly capable but haven’t had yet an opportunity to demonstrate it
- Takes a little more work through behavioral questions and hearing candidates speak about who they’re growing toward
- Time is of the essence
From the perspective of the candidates:
- Not spending time to step back and get their mindset established
- The blinders can come in and they become linear-focused so it’s difficult for them to open a natural curiosity, ask questions about the industry, and do research the past, present, and future stances of the company
What to look for during the interview process:
He/she must be curious about the industry, the company, the hiring manager, the team.
- Capability to learn and grow
This person may not have directly demonstrated success, but find out if they have the capability to learn and grow.
- Get a peek into the candidate’s curiosity.
You can tell if curiosity is hinged on motivation. Why are they curious? It’s not so much about what gets somebody in the door, but what will keep them in the door.
Strategies for improving your selection process:
- Make it a conversation, not an interview.
An “interview” connotes that someone else is making judgment on the candidate which is too much power given to somebody else. Instead, look at it as a conversation. Is it the right fit for both the company and the candidate? So it’s not a one-way street.
- Invest in the coaching process.
This allows you to talk in a safe, confidential environment to unhinge the things that establish the narrow mindset.
- Look for candidates with increased self-awareness.
Ask questions like – Do you know yourself? What makes you tick? What is your life purpose? Why are you here? Why do you get up everyday and do what you do? – If someone has a command in this kind of language about themselves, this would say a lot about them.
- Set the conversation with transparency.
Be transparent and make the candidate feel comfortable so they can shine in a way that’s engaging and makes you want to bring them in.
Monique’s Major Takeaways:
Whether you are the candidate or the hiring manager, transparency is key. Motivation is key. Show your candidates respect.
For candidates: Have a command of your self-awareness, enter into a conversation, and become curious. It’s more than a job. It’s your livelihood. Is it worth investing in for you? Your curiosity will send into an interview scenario with the right mindset.
For companies: Trust your instinct. If there’s something that you couldn’t put your finger on but it just doesn’t feel right, listen to that.
Visit CareerSYNC to know more about Monique Betty and the awesome stuff she’s currently doing.
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