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Got a minute? If you're a busy manager, that's about all you have. That's why Carla Cross, management coach, speaker, and author, has created this blog just for you, with ready-to-use tips to master management through people.
Sep
17

Four Tips to Avoid the ‘Hire from Hell’

By

man with hand over faceLet’s be honest. Have you ever hired someone and found out it was the ‘hire from hell’? If you haven’t, you just haven’t hired enough agents or staff!  Many managers tell me that the hardest thing they have to do is to hire staff. I think that’s because most of us never had any training in how to hire staff (or hire agents, for that matter). During a 3-day management symposium I taught in South Carolina, and one of my students emailed me: “Can you give me some tips to  assure I don’t make a hiring mistake with staff? If any of us hasn’t made mistakes hiring staff, please comment! I know I’ve made many–and that’s why I’ve developed the tips here. This tips work for hiring agents or staff. And, they work for agents hiring team members.

So, here are four surefire tips  for you.
1. Create the right kind of questions from your job description
Using that job description you created (you did create one, didn’t you?) for your agent or staff position, create past-based questions that tell you if the candidate has the skills and qualities you need. For example. You’re looking for someone who cares about the company. Here’s the question: “In your past jobs, give me 3 examples of how you watched out for the company’s best interests.” Listen and probe. Here’s an example for hiring agents. Let’s say you want an agent who is a ‘self-starter. The question: “Was there a time in your past when you wanted something badly, and you went out and got some kind of job to earn it?”  Listen and probe.
For more information on behavioral predictors, see The Complete Recruiter and my eBook on interviewing, Your Blueprint for Selecting Winners.  I just updated that program, and added a video showing exactly how to structure and ask those ‘behavorial predictors’.
2. Follow a planned, proven interview process to assure you get all the information you need
Most of us don’t interview; we, just sell. We don’t find out the ‘secrets’ about the candidate, but, the candidate sure finds out about us! If you need a proven process, see Your Blueprint for Selecting Winners. I created 8 steps to use each time for a smooth, professional interview.
3. Use a Behavioral Profile 
I’d also suggest you use a behavioral profile, for those who pass your first interview. Use it to gather information prior to your second interview. In our coaching company, we use Michael Abelson’s: www.abelson.net. It’s well worth it because you find out things that are very hard to discover in the ‘live’ interview. Then, you go back and ask more past-based questions about those areas. That’s called ‘validating’.
4. Check references “3 deep” 
Be sure to check references–not just the ones the candidate gives you, but go ‘3 deep’. That means to ask the people the candidate gives you, ‘Who else could I contact about this candidate’? Go 2 people deep from each of the names the candidate gives you. That way, you’re sure to get a better, less biased picture of the candidate. You’ll find you learn a lot from people who weren’t ‘direct references’!
Now, you have those four surefire tips to avoid staff hiring mistakes. Let me know how they work for you!

eBook Cover(2)How’s Professional is Your Interview Process?

You work so hard to gain those interviews. But, do you have planned interview process that assures you pick winners? (And assures the candidates are impressed with you….) I’ve just completely updated Your Blueprint for Selecting Winners, with new information about what desired agents of today are looking for, a guide to create your unique attractors, how to put together a powerful presentation, and a completely new video showing exactly how to craft the best ‘crystal ball’ type of questions. Learn more here. 

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