The last few weeks I’ve been focused on hiring a new team member. Although time-consuming and laborious, it’s one of the most important things I do and is one responsibility a leader can’t delegate.
I have two main goals when conducting an interview: 1) Assess the candidate’s skills and abilities to do the job, and 2) gauge the candidate’s personality, attitude, values, and beliefs to determine if she will be a culture fit. (And not necessarily in that priority order. I would rather hire someone who is a good culture fit that has the aptitude to learn the job, than hire someone with great technical skills who is a bad culture fit. The culture will chew them up and spit them out every time, meanwhile, your life will be miserable managing the person and the fallout created.)
I try to accomplish the first goal through behavioral interviewing. Over the years, my…
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