Since the start of my career as a C suite executive and consultant, I have hired or recommended over 1000 people. I’ve hired them at huge corporations like ABC, NBC and Sirius. I’ve hired them at smaller, successful companies such as Press Broadcasting. Plus, I’ve launched angel funded startups and populated them with sharpies.
Modestly, I have a strong reputation for spotting talented hard workers. Really hard workers.
People of vision and passion. It is actually difficult to deconstruct how I have been so successful at the hiring process but here are some components of the process:
1. Never Check a Reference. I review the names of the references and the companies. Anyone on the list is going to say good things. The names, titles and companies on the reference list reveal the pedigree. That’s all I have to see.
2. Ask the Receptionist: “Did You Like Them?” Candidates are kept waiting in the lobby on purpose to be “interviewed” by the receptionist. How a candidate treats the receptionist is a strong indicator of how they behave. The receptionist’s feedback is very important.
3. Let’s Go for a Walk. Honestly, I can’t interview people in my office. I invite them to go for a walk. Let’s get ice cream, go to a mall or sit in a park. This minor disruption surprisingly throws people off. That’s not the intent. The actual purpose is to prevent us from being interrupted in the office. Years after the walk, I still hear from candidates who say they have never experienced an out-of-office on an interview.
4. Know the Company. Show superior knowledge of the company and the job. All interviewers have an ego. They look for profound knowledge of their company and their problems. Even if a candidate is wrong about the problems and solutions, the fact that they make an effort to know the company is rare and appreciated. Focus! Focus! Focus!
5. Want to Know About Benefits and Vacation Time? That’s okay--after you’re hired. Ask before you’re hired and it won’t work out.The opinions and points of view expressed in this commentary are exclusively the views of the author and do not necessarily represent the views of MediaBizBloggers.com management or associated bloggers. MediaBizBloggers is an open thought leadership platform and readers may share their comments and opinions in response to all commentaries.