Looking for the right people for your team can feel like searching for a unicorn, or a needle in a haystack, or a diamond in the… you catch my drift 🙂
When you’re looking for the right skill set and the right cultural fit and the right work ethic…
You may think it’s going to take forever to find the exact person you need in your organization to help you grow it to the next level.
But when you’re working in a fast-paced environment, which I know you probably are, you need a proven system to meaningfully engage with candidates without taking up a lot of time.
So we use an incredibly fast interview screening process that tells us within 15 minutes (and really, it’s more like 5 minutes!) if the person is a viable candidate for our company.
In this week’s podcast episode “Find Talent Fast with These Screening Interview Questions,” Hallie and I talk about:
- Our list of very strategic questions that get to the heart of what drives job candidates (yes, you can steal this list!)
- What we’re really looking for in the answers to these questions
- The crucial mistakes and red flags that candidates make
- How to make sure that you are in the right mindset to lead an interview
That last bullet is just as important as the actual questions!
If you want to speed up your hiring process to find that one in a million unicorn that you’re looking for… then this is an episode you’ll definitely want to check out.
Go Deeper
Want to learn how to find and hire talent to take your business to the next level? Join me for an online training in October 2020 where I’ll teach you our comprehensive interview process that reduces the guesswork when evaluating candidates. Learn more and sign up here.
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Timestamps
[1:00] It’s important to come into a screening interview as neutral as possible. Regardless of what happened throughout your day, it’s so important to have a ritual that will get you grounded and remove distractions.
[4:18] A 15 minute interview is long enough to get to know someone, but also short enough to make sure you are in the present moment and engaged the whole time.
[7:02] Hallie checks out the information on the potential candidate’s resume and skill set and Adam comes in for a final character and culture assessment.
[11:13] Honesty and transparency are key when a potential hire is discussing why their last job or opportunity did not pan out or ended. It is a red flag for us if someone doesn’t take ownership or accountability in discussing their past.
[12:30] Talent can stand out by really doing the research about the company they are interviewing for.
[19:20] The patterns you see in the interview process are what we see as they are an employee.
[24:50] The more real you are, the more likely you are to be adopted into our world.
[26:08] Hallie keeps an applicant tracking system and tags candidates for the job she thinks they would be a fit for, according to their personality and skill set. Just 10 minutes after each interview can help you have an organized and thorough way to keep track of applicants for future positions.
[28:52] When it’s a ‘yes,’ you know it. If candidates are a ‘maybe’ without that gut instinct of it being right, it’s 99% percent of times a ‘no.’
[31:50] Homework: practice screening 30 people in the next 30 days. You can ask them questions, get to know their skill set — you may just be surprised by the level of talent surrounding you in your life!
