How do you determine if someone is right for the position or the role okay
uh fan of Andy you are going to be happy to know that in the not so distant future we are
going to be doing a whole hiring session and it will be fantastic for you as a hirer but
it will also be I think very eye-opening for anybody who's job searching or seeking so uh
this is a 20-step process to determine uh if someone is the right fit for the role and it
doesn't start with the interview so first thing it starts I'm going to try to really condense
this because this is a this is this is a five hour answer in and of itself so when you are a hirer
or you work for an organization you do not you do not write a job description and then go and try to
find somebody who matches the skill sets the first thing that you do is you look at your cultural
components you look at all the cultural traits and you you identify them you define them and then
what you do is you make sure that you understand the traits that somebody will have innately that
will match your culture that's that's criteria number one the second criteria is capabilities
capabilities is demonstrated capacity to perform a function without having previously performed
it and capabilities are foundational skill sets that transcend the specificity of what I'm asking
the person to do let me give you an example what some companies do is they say I'm looking for an
engineer who can do this this and write in this code and do that and understands that hardware
and blah blah blah blah blah instead of what are the common qualities and traits and foundational
skills of our best engineers and reverse engineer out of the human being the traits that they have
and look for the foundational capabilities that will make a great engineer a great engineer
extracting those and making the cultural components and the capabilities components
The Lion's Share of the investigation that you're going to do in an interview with a person is going
to put you on the path to success because it's the easiest way to actually predict the future
of how somebody will will operate because if they have the cultural fit and the capabilities that
transcend the specificity of the position they're going to be able to do that position effectively
and grow a lot faster than somebody who has the hard skills only and knows how to do that
particular function which is what a lot of companies do which is really bad and makes me
want to vomit okay then what you do is you add another layer of the actual actual hard skills
and you look at what those are as a just a kind of a menu a list of items of something that you that
you want to know if they have and then the fourth element actually it's really the third element is
their track record of achievement so does somebody culturally align do they have the capabilities do
they have the track record of achievement meaning have they demonstrated a a do they have a history
of Stellar moves Maneuvers and all that other stuff and then the skill set so that's what I
look at then it becomes an evaluation process when I'm interviewing them am I interviewing
for these things in this sequence uh to know and the reason you want to interview in this
sequence and not the inverse sequence which is what most companies do is because I eliminate you
why is it that people are hired most of the time they're hired for what they can do why
are they fired because of who they are so why don't you go the other way around and look at
who they are first what they want does it match what you want are they aligning themselves to the
things that historically have shown to be true in your company of your company successful employees
and do they match and so the interviewing process should go in that sequence then it
becomes a function of the questions you ask the questions you ask should be more about how they
will operate in your environment because you can evaluate all four of those things I just
mentioned simultaneously okay so anyway that's what you do so that was a very long-winded way
of saying if you put a great plan together to know what to investigate you can be an absolute [ __ ]
in the interviewing process and still get asked the right questions and still figure out what it
is that you need so that that to me is uh is how I would look at that I really I really would um
you are going to get a uh I'm going to unlock my leadership uh my my leadership Vault and I'm going
to give you the lesson on hiring just so you guys understand this so that when you are interviewing
if you're interviewing as a job Seeker you'll actually understand what it is that they should
be doing and whether you're interviewing with somebody who's taking you through a
good hiring process that's a great question I hope you enjoyed that one and if you want more
you can get the book that's behind the interview intervention book which is the hiring prophecies