Become the Sherlock Holmes to find the one that fits in your team and can become its driving force, such is the challenge for leaders or managers. It is clear that hiring an employee who is not suitable for the position or the department can seriously damage the atmosphere of the team. How to manage to detect upstream those who will not match?
“The secret to my success is that we have made exceptional efforts to hire the best people in the world. »
Whatever the sector, there are criteria that allow you to identify the personality that you have in front of you. Each candidate is, above all, a human being with his character traits and his psychological reality. His goal is still to identify talent but also to find out if they will be able to integrate and take into account the values of his company. Here are some tips.
“I choose a lazy person for a hard job, because a lazy person will find an easy way to do it. »
See best practices
If you’re new to this, start by looking at the best practices available both on the web and in recruiting books. Training organizations, schools from all walks of life provide good advice to weed out those who do not know how to prepare for an interview. The other side of the coin is that they condition the candidate when he arrives for the interview. The assimilation of “good” practices and answers can show you that the person absorbs the information well but freezes you in a straitjacket of classic answers that can be as damaging for the candidate as for the recruiter. The candidates become clones and it seems difficult to discern their true personality. “Standard” answers rain down and “I am a perfectionist” becomes the answer to the question: “what is your main defect? “. So to be successful in your interview, you will have to take the next step, you will have to trust the candidate so that he gradually reveals his personality to you.
“You can imagine, create and build the most wonderful place on earth, but it will always take people to make the dream come true. »
Don’t forget professional matters
If the personality of the candidate is essential, the basic foundation remains professional issues. Even a person of good will will take a long time to acquire the skills from him. A panoply of questions available everywhere can allow you to choose the best candidate in terms of skills, but these questions can also lead to a dead end: it is still difficult to assess the candidate’s proficiency outside of their past experience. Without the union minimum, the person hired can quickly become a burden to the team, who will complain about having to train someone when they had asked for help. Therefore, you must identify the exact ability of the person to distinguish him from others and explain how this newcomer is not in competition but in complementarity. Otherwise, you run the risk of creating suspicion and a deleterious atmosphere with the famous question “Is this candidate there to replace me?” “. To ensure competence, many companies do not hesitate to test their candidate in their main mission.
But also issues related to the life of the person.
Once the professional questions have been overcome, tradition suggests analyzing the candidate’s profile through their activities outside the company (sports, solidarity activities, trips, etc.) but also trying to decipher the candidate’s personality. This is the most delicate moment where intuition plays a crucial role. Candidates have learned to thwart these questions because they know all the answers thanks to the well done manuals and through the advice given. So what needs to be done?
In the first place, it is necessary to know the personalities of the team that the candidate will integrate and choose the personality that will be a factor of cohesion, illusion… Starting from what already exists is still fundamental. In the same way that we form a soccer team, we do not choose players with identical qualities. It is therefore about integrating added value.
To make a relevant selection, it is necessary to be clear about what type of candidate you are looking for, for what type of position and for what purpose. To do this, make a rigorous list of the qualities you are looking for and keep them in mind during the interview.
The adaptability of the candidate.
This is the most difficult skill to discern. To glimpse it, do not hesitate to suggest specific cases of change or conflict and ask the candidate how he would face this situation, this difficulty. Then he will draw on himself and can only draw on his knowledge to a limited extent. By letting him answer, you’ll gain valuable insight into his personality. You will see his emotional intelligence in the face of conflicts and his enthusiasm, an essential quality in a team because it is a factor of adhesion. Transversal skills can also be useful and allow you to evolve according to changes, challenges, work overload.
Whatever position he holds, be it commercial, computer, administrative, accounting and even if it does not require constant interpersonal skills, the candidate must be able to exchange with all the company’s services and create a pleasant environment where everyone understands that his the position is fundamental but also that communication with others is fundamental.
Some questions to identify the personality of the candidate:
“Involving the right people takes time, requires the right questions and a healthy dose of curiosity. What do you think is the most important factor in building your team? For us, it’s personality. »
- What are the qualities of your best friend, what are the qualities that you like?
- What flaws do you hate?
- What are the defects of a society that destroy harmony, those that are factors of cohesion?
- In this type of situation, what qualities should be demonstrated, possessed or developed?
- What are your weaknesses? your qualities?
- What are the flaws that could harm this position?
- How do you see yourself in five years?
- Do you accept the authority of your supervisor?
- What do you do if you disagree with the directives of your Manager or the Company?
- Does your family life come before or after your professional life?
- Do you like change?
- What is the profession of your parents?
- Have you experienced periods of unemployment?
- Are you punctual? Do you respect the schedules?
- What is success for you?
- What are your professional values?
- What drives you forward in life?
- Do you consider yourself lucky?
- What image should we keep of you?
- Do you have brothers ?
- What are your activities outside of work? You do sports?
“My theory is that A-players hire people who are better than them. Clearly, B players hire C players to feel superior. And D-players sign D-players. When you start signing B-players, you can expect, as Steve called it, the Bozo explosion to happen. »