Looking Beyond The Resume

In the world today there is a constant battle between companies wishing to retain talent and employees searching for the next step in their career.?In a study done by Pew Research , the data shows that 51% of those employees that change companies saw an increase in month-over-month earnings compared to 47% of employees who remained with the same company. This study and?studies from Mckinsey ?also show that it isn’t just that employees are changing companies, but in many instances changing industries. 65% of employees between 2020-2022 that left a company did not return to the same industry. With the amount of talent in the workforce that are changing careers, it is more important now than ever that hiring managers looking to build sustainable teams look beyond GPAs and Certifications prior to making an offer to the next member of the team. So how does that correlate with the success stories that we tend to be drawn toward?

There is something to be said for doing what is in your best interest at the moment and not staying with the original plan that you committed to. This can increase your earnings and maybe even lead you to greater success. There is also another type of individual. One who is motivated by a larger purpose and that can find meaning in whatever situation they are in. Someone that is intentional about their actions and that understands that what they do today, and every day after that for years to come is what will lead to mastery. When you talk with these people you can feel the passion in their voice. You will hear them talk about the process in a way that you hear others talk about the outcomes.

The great Muhammed Ali once said, “I hated every minute of training, but I said. Don’t quit. Suffer now and live the rest of your life as a champion.” Most of these items can’t be distilled from the resume and some aren’t fully revealed until you see them in action. One leader once said, “I look at their shoes. More often than not it’s the people with scuffs and tattered laces that will be hands-on and invested with the organization.” While this doesn’t translate to every role, there are other things that can stand out. Here are three questions that might lead you to learn more about the person across the table (or screen) next time you are looking to add to your team, without having to look at their shoes:

1. Tell Me About A Time That You Failed.

At first glance, this question might seem like an obvious one to ask. One difference is not to lead the conversation in a direction that specifies how the failure was overcome. One characteristic of high-performing individuals is that they have a drive to overcome obstacles and learn along the way. The answer is less about what they failed at as opposed to their response to failure. In every job an employee should be pushed to their limits and many times they will fail. As Coach John Wooden said, “Success is never final. Failure is never fatal. It’s courage that counts.” You want to ensure that if you are going to invest your time and the company's resources in developing someone that they have the capacity to persevere through those small failures that are ever present on the road to success.

2. What Is The Hardest Thing That You Have Ever Had To Do?

Helen Keller is a sterling example of overcoming obstacles. She was once quoted as stating, "Character cannot be developed in ease and quiet. Only through experience of trial and suffering can the soul be strengthened, vision cleared, ambition inspired and success achieved." Just like your muscles can’t be strengthened without spending time exercising, you can’t continue to grow as an individual if you are only exposed to tasks that you know you can accomplish with ease. When asking this question the goal is to learn if this individual is willing to challenge themselves day in and day out to be the best version of themselves. You may also want to drill down further to better understand what drives them to continue to pursue difficult tasks. Hiring individuals with a growth mindset ensures that their level of performance isn’t fixed, but has the potential to grow over the years. This will help push you and your team to new heights.

3. What Is The Longest Project, Hobby, Or Activity That You Have Worked On?

In today’s world of increasing instant gratification, it is becoming more and more rare for individuals to stick with something for an extended period of time. This is something that might be present on a resume in the form of job hopping, but the answer to this question may shed additional light on their willingness to commit to a common purpose. You aren’t necessarily looking to understand their current level of mastery, but evaluating the amount of time that has been invested and the progress they have made in their personal journey. On the Apple TV show “Ted Lasso”, Higgins mentions that, “Human beings are never going to be perfect. The best we can do is keep asking for help and accepting it when you can. And if you keep on doing that, you’ll always be moving towards better.” Look for those answers that reveal that they are willing to accept help and coaching and that they can grow their skill over an extended period of time.

A strong answer to any of these questions doesn’t guarantee that your new hire will flourish in their new role. There are many factors that lead to success and tenure within a role. Much of that can be attributed to the culture within your organization and more intimately on your team. Estimates vary, but the estimated cost of turnover is around?33% of the employees salary . By using the questions above, you can have better insight into what motivates them and if they might be a good fit for this specific role. Sometimes the shoe doesn’t fit, but investing an additional 20 minutes during the interview process could save you hundreds of hours and thousands of dollars in the long run when you hire the right (or wrong) candidate.

At MS Companies, we partner with organizations that are interested in building better teams and solving problems in the manufacturing industry. Our best-in-class recruiting team can help you to separate the wheat from the chaff and find the right individuals for your team. Additionally, our Advisory and Consulting team matches highly experienced individuals to help solve problems and teach your team based on their 20+ years of experience. We are passionate about working with teams and organizations and are always looking for new ways to serve them. If you are interested in learning more please check out?our website .??