Posts Tagged ‘day 100 how to lead by the book’

Day 100 How to Lead by the BOOK: The Most Effective Interview Strategy!

Sunday, October 17th, 2010

Time has flown. It’s hard to believe that this is the 100th day of writing my blog for How to Lead by THE BOOK. I researched and wrote for several hours today. I’ve divided recruiting and interviewing into two separate challenges that I’ll present separately and in-depth in my book. I want to stress that there is zero margin for hiring errors, especially in the tough economy when you must maximize every day and each opportunity.

In Galatians 5:9 the Apostle Paul warns: A little leaven leavens the whole lump. He was speaking of how just one smattering of false teaching can negatively affect the entire church. It also is meant to demonstrate the potential that one corrupt member of a church has to taint an entire body. 1 Corinthians 15:33 warns, Do not be deceived, evil company corrupts good habits.

In light of numerous scriptures like the two listed warning of wrong influences and associations, it is essential that interviews be rigorous. There is too much at stake to hire quickly or recklessly: culture, morale, momentum, production, and your own credibility. In addition, the easier you make it for someone to get a job, the less they appreciate it. This is human nature: whatever we gain too easily we esteem too lightly. On the other hand, you have greater appreciation for what you must work hard for, and will do more to protect it once you secure it. For this reason, you are wise to follow this one strategy as the framework for interviews:

Use interviews as an elimination process!

Once you recruit a promising job candidate, your work has only just begun! Your interview should be used as an attempt to eliminate the person and not as an exercise in “inclusivity”. To that end, you should not do the following during an interview:

A. Talk too much.

B. Use the forum as a time-wasting “good old boy get acquainted session.”

C. Conduct it as though it were a casual conversation.

D. Turn it into a sales pitch.

During an interview, you should seek to determine a combination of character and competence traits that portend that the job candidate can contribute greatly to your organization. To determine these qualities it is most important to evaluate someone’s past accomplishments. This is because past performance is a greater indicator of future performance than past experience. By digging deeply into someone’s life you can better determine if they have key traits like character, talent, attitude, energy and drive. Critical success factors like these will show up in someone’s life, and so will the lack of them! In other words, success leaves clues, and so does failure!