The interview process can often be compared to an awkward high school dance where both sides try to anticipate the other’s moves, not step on each other’s toes, and hope that they manage to look good doing it.
The problem with this type of hiring is that the end result is far more dramatic than sweaty palms or an uneasy kiss at the end of the night. Hiring the wrong person will at best limit the growth of your business and at worst could devastate your business if the level of service provided does not reflect your core values and the level of professionalism your clients associate with your reputation.
“An ounce of prevention is worth a pound of cure.”
The more hoops a person is required to jump through, the longer and more arduous the selection process, the better fit they will be for the position and the more loyal they will be to you and your company. Another benefit of having a comprehensive hiring process is that you are better able to identify their true personality, their strengths, and their weaknesses.
Skip the attempt to judge an interviewee’s personality in an hour-long meeting where you can be certain that they are one their “best behavior” and showing you what they think you want to see. Instead, use these proven tools and you will discover that the secret to the hiring process lies in the preparation and systems that you put into it prior to actually meeting with the potential hire.
One of the first things you should do is to give them a personality profile assessment.
There are two types that I recommend: the DISC test and the AVA. The DISC test is an incredible tool that is based on Harvard psychologist, William Moulton Marston in 1928 that uses word association to calculate the intensity of four character traits. These correspond with four areas of the personality: Dominance, Influence, Steadiness, and Compliance.
The second profile assessment, the AVA is much more complex and even more in depth than the DISC profile assessment. The Activity Vector Analysis uses self-description and computer analysis to evaluate a wide variety of personality traits including risk-taking comfort levels, the need for independence, or the need to manage others.
Most people are thrilled to learn more about themselves, but there are those who may balk at the idea of what many classify as outright psychological profiling. If that is the case with any candidate, you have just discovered that they are not a fit for the position; simply move on to the next candidate.
I recommend doing a two-step interview process. I encourage you to ask your current assistant, broker, top buyer’s agent, or even your significant other to lend a hand to provide another opinion to either identify areas you might miss or validate your opinion. Others are often able to see things that you may not notice or give relevance to. In fact, I often have my wife act as my second set of eyes, because I may want to give the candidate the benefit of the doubt and she’ll point out something that I missed.
If the first interview goes well and you choose to continue the process with the candidate, you should schedule a second interview within two days. This interview should be a private interview that digs deeper into areas of achievement and potential and challenges their superstar potential.
Some people at this point might take the candidate’s spouse to dinner. Keep in mind that this may not be appropriate with every candidate, but the point is to continue the process because as I mentioned earlier, the longer the process and the more hoops they have to jump through, the more loyalty you will garner and the better fit you will find for the position.
Don’t wait until you need to hire somebody to go through this process. Always be looking for talent. Doing so will ensure that your business will thrive and you won’t have to suffer the effects of a Band-Aid hire.
When you find that you are so busy that your business is constantly back and forth between feast and famine,
When you hire superstar talent, you will be freed up to grow your business and improve your life and the lives of others. For more information, tips, and advice on hiring talent, prospecting, marketing, and more visit hosspratt.com.