Have you ever experienced hiring someone, who to your surprise turned out to be completely different to what you expected from your hiring interview?
Sometimes the experience is positive and a person turns out to be much better than you had expected.
However the worst surprise is when you expect someone to be your new star and after months, sometimes years later and hundreds of thousands invested, you realise you should have never hired this person. (Did you know the average cost of a bad hire is 2.5 x the annual salary? Not to mention all the emotional and business setback)
Let's talk about Personality and what you see in the interview
What you "see" during the interview with your candidate is not always what you will later get.
Pleasant manners and how someone presents could mask the bad, unpleasant surprises. This is something that managers or owners who have done a lot of hirings will know very well.
We all are wearing an imaginary "social mask". During the interview, it is even more polished and shiny. Even several interviews led by different people might not help get behind this mask and see the real personality.
The questions which are asked in the effort to uncover the personality are usually not effective. For example, this question: "What are your 3 best and 3 worst characteristics? " is tempting, but the answers can't be considered as definitive. They are highly subjective and you can also have the candidate wrongly evaluate themselves.
It is interesting that we have found quite often, candidates will tell you their strength, but generally when looking at their personality profile, it is an area that they may not be so natural in. Be extremely cautious (and perhaps even start to run away) if someone tells you they are super ethical...
Almost in every handbook for a candidate in the section "how to manage to succeed in the interview" is an instruction on how to do it and how to answer such questions.
When the candidate answers that his best characteristics are optimism, it could be true, or he could be only his viewpoint on himself. His friends or family would say the opposite.
It is simply more like an "exam" and whether the candidate knows the correct answers, but not looking for the real answer. And from our viewpoint on how successful hirings are done, this is not useful at all.
Performia, with the help of the EXEC-U-TEST, (accurate, valuable and proven tool for personality analysis on the market) makes your choice of a new team member a lot easier. With the EXEC-U-TEST we can see what is behind the candidate's social mask and their trained behaviour and this way we get an honest picture of the candidate's personality and production potential.
EXEC-U-TEST personality test provides information, which will help you predict a candidate's behaviour. It would answer, for example, these questions:
How well will she/he function in a group?
Does he/she show initiative and take responsibility?
Is he/she very impulsive?
What problems can arise with him/her?
Is he/she calm? Creative?
Is he/she prone to make mistakes?
Is he/she very driven?
What is the level of his/her endurance?
........ and many others. Hiring new team members does not have to be a gamble and it can be very predictable when you follow the Performia formula for hiring the right people at the Performance Hiring training. You can start to uncover the real potential of your candidates and ensure you hire those who are going to truly help to advance the progress of your goals. Are you ready to have the formula for building productive teams? I hope these tips have been helpful and we are here to help you with any questions or challenges.
Author - Negar Riazati, CEO at Performia Australia & China -
Comments