Why ask Why?

Recently, a fellow recruiter, coach, and friend (you know who you are!) shared a powerful concept with me that is encapsulated in this short TED talk video: Start with Why, presented by Simon Sinek. 

This resonated with me on both a professional and personal level – because I agree that people, whether they know it or not, make decisions about who and what they engage with (whether it be a job, a boss, a candidate, a client, a friend, a spouse, a product, etc.) based on their “why” above all else.

Everything we do is grounded in what we believe, and this is also a huge component of talent acquisition, or it absolutely should be if it isn’t already! Here’s how focusing on your “why” can help you hire the best talent for your team and company. 

Why Ask Why?

Simon Sinek created the Golden Circle as a master concept that leaders of all backgrounds can use to differentiate their businesses, especially in saturated markets. 

As Sinek explains: “people don’t buy what you do; they buy why you do it. And what you do simply proves what you believe.” 

So why ask “why?”, and how does it relate to hiring the best talent? First and foremost, misalignment of or poorly communicated core values and beliefs can lead to an inability to engage the right-fit talent, and worse, it can lead to mis-hires and turnover.

Companies who succeed in effectively establishing their why:

1. Appeal to top talent on a core level, as high-performance individuals care about their whys.
2. Inspire people to put forth blood, sweat, and tears rather than just work for a paycheck.
3. Enjoy higher levels of employee loyalty and satisfaction because they are more committed and woven into the very fabric of what the company stands for. 

 Using Your “Why” to Attract the Right Talent

Most companies, and oftentimes hiring managers, work from the outside-in on the Golden Circle. The “what” (their specialty) comes first, then “how” (the way they do things and how does that fit with how the candidates does business). Lastly comes the “why” – their reason for being.

Think about how you evaluate and interview candidates for an opening. You seek to find out if they can do what you need them to do, and if they are qualified to do it, how can it be transferred to how you need them to do it. Next, you might screen for a favorable “culture fit”. 

I challenge you to flip this equation on its head and go deeper than culture fit. Get a crystal-clear picture of your company and your team’s “why”. Ask yourselves, “why are we here?” and “why do we do what we do?” Refine it until it is crystal clear and captures your essence. Then articulate it to candidates, and lead with it in every conversation or interview. Let it permeate everything you talk about in regards to your company and your opportunity.

The Takeaway

Clearly, you want to hire people who have the right competencies – and we’ll save that for an entirely different conversation – but if you make sure their “why” is in alignment with your own, you have a much better chance of hiring an individual who will make a fabulous long-term fit.

It’s far more likely that they will grow to become a highly productive member of your team, and will be naturally sold on your company and your opportunity because it fits who they are, not just what they do and how it fits the way that you do it.