How to Hire the Right Person

Creating a team that will move forward and bring your vision to fruition is no easy task. I am perplexed by how careless people can be when hiring someone. I refuse to hire poorly. Here are 11 ways to Hire the Right Person. 

Hire based on your culture

Does this person buy into the culture that already exists?

If Married, interview their spouse.

Not always an option, but you get the sense of what team they are playing for when they are not with you.

Interview for Character

Knowing the right answers to every question does not mean they will be the best for the job. Create an environment that is safe that fosters honesty. Ron Edmondson says: "make them feel you care enough to share the truth with you about where they are and where they hope to go. You're number one goal should be to find a fit with your vision and team, so get to know their heart as much as you can."

Find the teachable person

Skills are taught. Someone with passion, who can be motivated, and is willing to learn is a desirable hire. Avoid the person that knows it all already. 

Research references, especially ones that are not listed

The references listed on a resume are ready for your call. Find someone that knows them, but is not on the list. Social Media reveals connections. Use those connections. Most likely the person you are interviewing has that right connection to get them in front of you. 

Ask your team

Before you make the final hire, ask your team what they think. Have the team check the person out. Introduce them to the team and get honest feedback. Are they still a good fit? 

Go with your Gut

What does your intuition, instinct, or gut say?

Take your time

Don't rush this decision. Hire slow and fire fast. Google is notorious for taking months for their interview process. Better to take your time with hiring rather than to have to wrestle with the consequences of that hire afterwards.

Ask good questions

Become an expert at asking open-ended questions and have them tell you their story, their values, and their opinions. Get to the required questions in a creative way.

Let them ask questions

See my post on asking the interviewer questions. Click HERE for post. 

Now talk them out if it

I like how Ron Edmondson explains it:

I always want to make sure the person knows what they’re getting into, my personal strengths and weaknesses as a leader, and who we are as an organization, so I actually spend time in what has often appeared to be talking them out of the position. I want them to know the benefits and the negatives of the organization. If they survive this step, I’m usually ready to hire.

In Summary:

Be area of the  “Three C’s” of hiring – Character, Competency, and Compatibility