Do you use a planned, consistent interview process? If you do, you will easily discover those a�?red flaga�� areas–those areas you must double-check to assure that candidate is qualified to work with you. If you dona��t use a consistent interview process–when every interview is a a�?wing-ita�� experiencea��youa��re constantly thinking about what to do next. We cana��t pay attention to those red flags which pop up and wave themselves in our faces. Wea��re seduced, too, by what we perceive as the candidatea��s attractiveness for us, and we tend to ignore those red flags. If you’ve ever hired someone, and then discovered, that person had a ‘secret’ he kept from you in the interview, you know what I mean!
Methods to Discover those Very Important ‘Red Flags’
Here are some methods you can build into your interview process to avoid those costly hiring mistakes:
- Use an application consistently, or at least ask the candidate to answer some questions in writing (have all questionnaires approved by an attorney to assure they consist of legal questions)
- Ask the prospective candidate to complete some tasks prior to the interview, so you know if the are willing to make you a�?leadera�� and learn from you
- Create a professional interview process you follow consistently*
- Create a�?behavioral predictora�� questions (questions based on their past) and practice those questions until you are a master at them
- Use a behavioral profile (like the DISC) to check your observations and learn more about the candidate. Learn how to a�?validatea�� the behavioral profile with the candidate.
- Quit being in a hurry to hire every candidate, and choose those candidates more carefully. After all, they reflect your vision and values.
(Remember, if you do it for one, you must do it for all!)
How many of these points do you take advantage of?
For a copy of my 8-step interview process, click here.
What a Systematized Interview Process Does for YouA�
You will not only hire better candidates, you will avoid those awful a�?surprisesa�� after committing to that agent (and Ia��ve had some doozies, as you probably have had, too). You will gain the respect of your team, because you arena��t giving them a problem, but a solution. You will find hiring winners easier, because that candidate is judging your competency as an interviewer and leader at the same time you are judging that candidatea��s appropriateness for your team.
Quit ‘Winging it’ And Get Systematized!
How do you think the candidate regards you? Are you organized, systematic, and professional in your interview process? Or, do you ‘sell’ the candidate instead of asking lots of questions first? Do you have a method to capture candidates’ answers to your critical questions? Do you even have a list of questions you always ask? If you know you could polish that all-important process and hire more of those great agents you want, grab the most proven, effective interview process around: Your Blueprint for Selecting Winners. All digital so you can use it immediately!
Click here to see more.
