Every day thousands of people have interviews or apply for jobs.
Hiring is a puzzle many try to solve. How to find the right candidates? What to ask? What case studies should they solve?
Hiring processes can differ. But there are five qualities you should consider when selecting a candidate. You won’t regret hiring leaders or team members with them.
A few interesting hiring stats
Top Facts and Stats on Interview Statistics in the US:
77% of recruiters see grammatical mistakes and typos as dealbreakers.
Job interviews usually last between 45 and 90 minutes.
Roughly 40% of people lie on their resumes.
You only have 7 seconds to make a good first impression.
47% of recruiters said they would reject a candidate who had little knowledge about the company.
Millennials and Gen Z will comprise 75% of the global workforce by 2025.
Hiring can be stressful for both sides. What to look for? Focus on finding someone you can actually work with, not fake keywords.
1. Positive
‘Talented’, ‘passionate’, ‘professional’, ‘result-driven’, ‘hard-working’, ‘multi-tasking’ etc. Some keywords are supposed to be attractive, but they are overused.
How about positive people? Positive people are wonderful to work with. They see light at the end of the tunnel. They manage stress well and create a welcoming atmosphere.
Positive people interpret problems as opportunities. They know difficult decisions have to be made. They have a reason. Positive leaders support others and handle negativity and different personalities with understanding and empathy.
When interviewing, how do you identify positive candidates?
They talk about how they can help others and create a positive team culture.
They talk about difficult situations as a chance to learn.
They mention they are/others describe them as positive.
They talk positively about past jobs or colleagues.
They don’t over-smile or laugh.
2. People-oriented
Some people are not team players. So, if teamwork is key, watch out for who you let in.
Hire people who are interested in working with others. People who are OK with working in teams. They share tasks, communicate a lot, appreciate meetings, and find ways to get along with everybody. (Yes, even the grumpy ones!)
Leaders who are people-oriented build relationships and trust. People feel appreciated and know collaboration will be smooth. I bet you like working with some colleagues more than others. The difference might be in their orientation. People vs. me alone.
In an interview, how can you tell if candidates are pro-people?
They ask about team members.
They are interested in communication methods and regular meetings.
They give you examples of how they worked with different types of people in the past.
They mention their willingness to help others and support their development.
3. Calm
People are stressed during hiring interviews. No doubt about it. Yet, asking about stress is less powerful than actually seeing how people react under pressure.
Source: Pinterest
You want to hire focused people. Stress is a huge problem in many companies. It runs from the top down to the bottom. People make mistakes, work is sloppy, and they lose drive.
Calm leaders prioritize, find options, and communicate well. Being calm often goes unnoticed since it is often mistaken for being introverted or less energized. On the other hand, their motivation is to deliver, not burn out.
In an interview, how do you identify calm people?
Give them a task they will fail at and minimal time to work on it.
See how they handle pressure.
See how they communicate about mistakes or the reasons for not finishing.
4. Curious
Did you know an interview is a dialogue? Sometimes it feels more like an interrogation.
I don’t like it when interviewers leave time for questions at the end because they miss seeing if a candidate is curious. It is difficult to see if leaders have a growth mindset. It is not a question of yes or no.
Naturally curious leaders will find projects they want to work on. To improve efficiency and improve work for others, they look for ways to improve their work. Having someone challenge the status quo will push your team forward. Don’t hire your copies. Hire people who think differently.
What is the best way to recognize curious people during an interview?
They ask questions during the entire interview process, not just at the end.
They dig deeper into the tasks.
They ask specific questions about working methods.
5. A good listener
“Can you repeat this question?” Some candidates sit through interviews but are not present. Listening is a skill.
You want to work with ‘listeners’. They understand, ask relevant questions, and care. Listeners are likely to be empathetic. You may find it easier to work with those who don’t talk about themselves all the time.
Treat the interview like a meeting and evaluate if leaders listen or dismiss your points and push their ideas because they know better. It might be a red flag to watch out for.
How do you recognize good listeners in an interview?
You don’t have to repeat questions multiple times.
They refer to the information you provided before.
They give you verbal (e.g., yes, OK, clear, etc.) and non-verbal signals (e.g., nodding, eye contact) to indicate that they listen.
Who do you hire next time?
Don’t overcomplicate hiring. Perfect candidates don’t exist. Choose people you can imagine working with. Your choice might become easier.
Don't just focus on keywords. Let impressions speak too.
A few classic questions you can ask/can be asked:
See you next week! Ivona