When we hire we’re looking for two things, we’re looking for performance and we’re looking for culture fit.
Performance is being able to work at a particular level of output and skill, culture is about people being aligned with a purpose, mission and set of values and behaviours – so that everyone is moving in the right direction.
With performance, one of the things we look for is someone with a background in some form of discipline. I’m really attracted to people that have a background in competitive sports or anything of a competitive nature, martial arts or professional sports. Anything that has required a routine and discipline to a specific task repetitiously over time, that has shown them how to push through barriers.
Obviously they’ve also gotta have a particular skill set, and we asses for skills with a three part process; context, concept and outcome.
If I’m assessing skills I ask about context, “Tell me about a time when you’ve had to use this skill.”
Then context, “Tell me exactly what you did.”
And finally, outcome, “Tell me exactly what happened.”
Someone might be able to fudge you one or two times when you’re trying to assess a skill but if they’re not good at what they do ultimately they’re going to come undone.
If I’m assessing someone for Facebook advertising I’ll say, “Tell me about a particular time when you had to set up a funnel for Facebook ads. What was the strategy and what was the funnel?
“And tell me exactly what steps you took. What was step one etc.?”
So I’m looking for the technical expertise, you’ve gotta have some kind of a technical understanding to be able to assess technical expertise.
But when you can get them to tell you the step by step process, that creates the picture of whether they know technically exactly what’s involved in the execution of that concept. Then the outcome is what happened.
And you can use that for any skill and it gives you a really good picture of their understanding of what’s required.
Culture is about finding out what their natural values are by asking, “What’s important to you? What do you do on your time off? If you didn’t have to worry about money what would you be doing with your life?
And then… you listen.
You listen for what’s important to them, and if those values align with the values of the organisation then you’re gonna have a greater probability of cultural alignment which is really going to support you in the relationship side of the business.
They’re the three things we look at; culture, performance and skill.
That works pretty well for us, but understand, depending on your criteria for performance will determine how large or small the talent pool is that you’re gonna have access to.
Some businesses can access larger talent pools because there’s less skill set, performance or cultural requirements.
For us, we have very high standards for performance, for culture and for skill set so for businesses in this category it means you’ll have a much more limited talent pool, which means you’re probably going to work harder to find the talent you’re looking for.
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