6 Steps to Take Before You Make An Offer To A New Hire

by Doni Landefeld, Ph.D.

Most are familiar with the saying “Measure twice cut once.” Although there is more effort involved in the planning part of “measuring,” the long-term gain can reap numerous benefits and savings. A similar outcome is comparable to hiring. With a little more work on the front-end, a comprehensive system to hire the best employees can result in higher-performing employees, better cultural fit, better customer service, a boost to organizational morale, enhanced efficiency, reduced turnover and money saved! It's very expensive to replace employees who don't work out, not to mention frustrating and tedious, so hiring right the first time is crucial, especially in today's climate when the pool of quality candidates is scarce.

In my former role, I had a staff of almost 60 and did my fair share of hiring and firing. My organization had a pretty decent hiring system in place involving a series of interviews, reference checking, verifying credentials, and a teaching demonstration (I was a Career College Dean). For me, like many, good old instinct was what I relied upon to make a hiring decision. About 80% of the time, my instinct served me well, but the balance of the time resulted in bad hires that manifested through student complaints, turnover, or the occasional zinger that any manager or leader is too busy to deal with and probably could have avoided, had they incorporated a more comprehensive and reliable hiring system.  

I’ve realized now, that there were two steps missing in what I thought was a good hiring system:  

1. Using scientifically validated, reliable assessments to screen for skills
2. Using structured behavioral questions to complement the “organic” conversation of an interview (and avoid canned answers from applicants)

Behavioral questioning is important because it helps to see how applicants:

1. Respond in a way that is not a "rehearsed" answer
2. Allows you to see their thought process as they formulate a response
3. Allows you to see the applicant respond on their feet/impromptu

The best predictor of future behavior is past behavior. So, what are some examples of behavioral questions?  

Metamorphosis Coaching customizes a pool of questions based upon areas including but not limited to culture, as well as the good 'ole KSAs - knowledge, skills, and abilities of the particular position. We also believe in the power of Emotional Intelligence because it incorporates 15 different skills areas, many of which are important for all different types of jobs. A couple examples of behavioral questioning include:

"Tell me what steps you take to resolve conflicts," or, "Give me some examples of what you do or say to build strong relationships with customers and co-workers." Of course there are many more possibilities across the different emotional intelligence skill areas and also according to your organization's competency model, but this gives you an idea.

To grasp the entire profile of an applicant’s knowledge, skills, abilities and personality, it’s necessary to incorporate several steps that paint the complete picture. These 6 steps may include:

• Verifying credentials (I have a great story about inheriting an employee where this was not done!)
• One or more interviews that incorporate a combination of conversational and behavioral questions
• Use of assessments (emotional intelligence is our preferred as it measures 15 different skills)
• Ask questions to ascertain cultural fit
• For employees who will be performing in some manner – ask for a demo
• Check references 

So, the resume looked great, interview went well and perhaps you're wondering "Now What?" It may seem overwhelming to create a system that incorporates all of these steps, especially the careful drafting of behavioral questions. And when it comes to administering assessments, there is a lot of caution to heed. There are many assessments out there, including numerous that are free and found from a simple google search. But like many things in life, you get what you pay for and taking a gamble on something as important as hiring should not be left to the free little quizzes that have no scientific credibility. One of the greatest gifts you can give yourself and your organization is employing services that will help you to be more efficient and successful in your hiring, so you hire right the first time!

For more than 20 years, Dr. Doni Landefeld has helped business professionals transform their performance, initially in academic institutions as an Academic Dean and more recently as a coach consultant and owner of Metamorphosis Coaching. She has passionately held numerous leadership positions, both formally in organizations and currently in our community serving as Board President for the Gulf Coast Symphony, on the Education Committee for the Cape Coral Chamber of Commerce and as Chair for “Taste of the Cape” an event that draws more than 10,000 people annually to raise money for scholarships and musical outreach in Southwest Florida. She is creator and author of “Lead Yourself First, 30 practices to strategically help all leaders.”  Doni’s work was the feature story for the February 2017 issue of “Gulf Coast Woman.”  One of her new offerings is hiring and selection services, including assessments and behavioral profile interviewing to help organizations hire right the first time and promote from within.