Hiring By Belief

Is it better to hire people who agree with why you do things instead of what you do?

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Sure, we can run companies through belief and achieve great things in the same manner, but can we also hire people through belief and achieve success?

Let me be clear up front — this is not a tried and true method. In fact, before watching this video earlier today, I hadn’t even considered this approach. However, it is hard to find the right people no matter what method is used for hiring. Interview and whiteboard tests and personality matrices can only tell so much of a story. If someone stays at an organization for 5 years they spend roughly 10,400 hours with that same group of people. If that same person had their 25th birthday the day that they started then they would have already lived 219,000 hours.

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Photo by Nathan Dumlao on Unsplash
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Photo by Snapwire on Pexels
  1. What are you selfishly looking to take from us?
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Photo by Shiva Smyth from Pexels

Question #1 — What are you selflessly offering this organization that we need?

The answer to this question provides insight into the research and knowledge of the candidate and it offers them a way to really clarify what they bring to the table. This might not even be something that was being looked for in this process. This question also helps to see if the person across the table understands their own abilities and shows a glimpse into their confidence level.

Question #2 — What are you selfishly looking to take from us?

Employees that follow a “get” instead of a “take” mentality will struggle to feel invested in the goals of the company and will have a harder time feeling fulfilled at the end of each day at work. People that have a clear goal of what they want to achieve also have an ability to hit success for those goals. People that are simply looking to work with a smart and talented can do that anywhere — the people with specific targets

Question #3 — What are your goals for this position and if given a voice how would you influence the goals of the company?

This question dives into the concept of goal alignment. People that can set goals have a higher likelihood of following through and meeting those goals. People that have goals that align with the goals of an organization provide huge value as hitting those targets provides benefits to all involved, both personal, professional, and organizationally. A rising tide raises all ships and goal alignment makes for high tides.

Question #4 — Why do you feel that our mission statement is important to our customers and our business?

This isn’t how we do business with customers or what we are selling them. It isn’t even a clarification of who our customers are. This question attempts to see if a candidate understands why we are the best solution for our customers. Can they understand the customer’s needs and speak their language?

Question #5 — How is our mission statement important and what does it mean to you in your own words?

Here it is, the kicker. Can this person, that might end up here for a long time, share the same beliefs that we share and contribute to our success? Can we build a balanced relationship? Does this person just get it here at the beginning of the relationship? Can they convince you that they want to be a part of this idea and organization?

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Image by annca from Pixabay

Written by

Engineer. Manager. Husband. Father. Wanna-be Writer. Editor-In-Chief & Grand Poobah of www.kevinwanke.com

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