- Basketball team.
- Group of aspiring players.
How does a basketball team distinguish stars from sucks (i.e., how do they choose their players)?
Here's how a typical "company" would do choose their players:
- Bob: "Hi, can you take a seat."
- Willy: "Sure."
- Bob: "Are you really good at what you do?"
- Will: "Yes, I'm the best. I'm tenacious. I love to succeed. I'm motivated."
- Bob: "Great! You're hired! HOORAY! HIGH-FIVE!"
Companies operate in the obsoletecrap#$#@stic thinking of seeing "interviews" as the end-all-be-all of judging an applicant.
As a result, they end up with sucky-suck people who have no business doing what they're doing.
Even worse, drive away potential superstars to competitors.
How to Conduct Your Interviews
Be like a basketball team:
- Give a tryout.
- See how they really perform.
- If you're hiring a programmer, pose Challenging Assignment X to your applicants.
- If you're hiring a salesperson, give them a call sheet -- and see what they can do in an hour.
- If you're hiring a graphic designer, pose a mini on-the-spot design contest, and see who's best.
- If you're hiring an admin assistant, give them 5 tasks. See who's fastest + best quality.
There's a fine line between what someone says they can/would do in Situation X, and what they'd really do.
Posing actual tryouts (i.e., letting them showcase what they would perform if hired) gives you a pretty sweet picture of how the applicant would perform if hired -- letting you hire the most qualified freshtastic peeps for your company.
Posted on January 21
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