The first decision a person has to make is that they are going to leave their current position. I call it the shower talk because, that is typically where I was whenever I realized it was time to move on. I have always been passionate about what I do, except when I no longer want to do it. Those were the times I took extra long showers in the morning because I did not want to go into the office. Not being motivated to do what I was doing made me realize it was time to move on. My work there was done or there was no longer an opportunity to grow. It was at the moment, I decided to leave. I did not quit that day, not even that month; I just positioned myself to accept the next opportunity when I found it.
Has your applicant made a decision to move on?
The second decision a person has to make is what they want to do in life. I started in the sales profession in 1980, wrote the business plan for Performance Group in 1986, and started the company in 2000. The positions I held prior to 2000 were taken in order for me to get in position to start my own company. I am doing today what I knew I would be doing in 1986.
My Mother told me when she met my Father he made it clear to her that he was eventually going to own a radio station. In talking to my Father about growing up in New York City, he said that he use to go down to the radio stations, sit outside the studio window, and watch the announcers broadcast. He was in love with the medium of radio. That is what he wanted to do professionally and that is what he did.
One of my clients has an office manager who started out as his receptionist. She was the third person he hired when he started his company. She had moved from a small rural town to Des Moines, Iowa for the sole purpose of becoming an office manager at a small to mid-size company … one where she felt she could make a significant contribution. That was fifteen years ago and as the company grew, she grew into the position she always knew she would hold.
One of the hardest questions for you to answer is, “What do I want to do?” We fear answering that because, we fear committing to something that can be a mistake or our decisions are influenced by what we believe other people want us to be doing instead of doing what is right for us.
Does your applicant know what they want to do in their life or at a minimum, their next career move?
It has been my experience that people who can answer those two questions typically have a passion for what they are doing and know where they are going. You just have to make sure that their passion and direction are in alignment with the position for which they are interviewing.
How To Find The Answers to Those Two Questions
It is human nature to be curious to see what other job opportunities are available. This is why you hear people respond to recruiting calls with, “Well, I am always open to hear what you have to offer.” or “I would be crazy not to see what else is out there.” However, it is not normal for people who are not truly committed to making a change or know what they want, to be willing to go through a process to see what you have to offer.
That is why at Performance Group our Hire the Best process includes two separate steps to our recruiting calls:
- The first call is to check the candidate’s interest in making a career move.
- The second call is to set an appointment where we’ll spend at least forty minutes talking just about them, their career success, and their goals.
If they progress beyond these two calls, we move them to our screening process during which they have to commit to taking two on-line assessments that will take them a minimum of an hour to complete. Once the results are received, we talk to them about what we learned from the assessments. We try to uncover any hidden time bombs that will blow-up in the future or any red flags that suggest we should not be working with them.
Separating our process into four stages that contain several steps enables us to gauge a person’s commitment level to making a change and validates what they want in their career. It also enables us to discover who they truly are. People won’t commit to the time it takes to go through our process unless they are committed to making a career move.
Our process involves more time and interaction with people and very little time reviewing resumes. This is opposite of where I see companies spending their time. Most companies’ hiring processes are centered on resume processing. What you’ll never see on a resume is the person’s passion and commitment.
Do you have a hiring process engineered to select top talent or do you have a resume processing system?
People reveal who they really are over time. Does your hiring process allow enough time for people to expose themselves?