What is the single most important thing to remember when hiring? I was discussing the hiring process with a friend who is one of six advisors to a Fortune 1,000 (S&P 500) company. He said without blinking, “Look for drivers.” Drivers? Like a limo? No, a driver is someone who gets things done. So what litmus tests exist to discover if the candidate is a driver or not?
Its actually a very simple question that will save you from a potential black hole of time and resources. Seeing an experienced resume is not indicative of a successful hire. There are numerous circumstances which may have played into the previous success including other team members, size of team, additional resources just to name a few. Ask the candidate flat out, how would you accomplish the task at hand? If the candidate begins to ask questions then they’ll never stop asking you questions. You’ll likely have to hold their hands throughout the process.
For example, if you ask your candidate how they’ll create an event with 100 people in attendance. They may be tempted to ask “well-it-depends” questions such as where are the people located? What is the budget? Where do they hang out or what media to they consume? Although these are valid questions, the A Player will effectively walk you through the process from start to finish without questions. In this example, they must be able to draw from past experience creating similar events for your target demographic or similar. If they need to ask the above questions, then they’re revealing that they aren’t as in touch as they should be with the target market and tools to reach them.
Of course, there are some skill sets which are transferable to different industries so one must use common sense as well. This question has proven time and time again to open up worlds of information about prospective candidates quickly and with relatively little effort.
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Building a List of A Players – The Processes by JP Katz
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