I am often retained to recruit executive and professional-level employees for companies. I use a specific process that goes way beyond asking standard questions like, “What did you like about your last job?” or “Why do you want to work here?” Those questions aren’t all that helpful in determining whether a candidate “fits” well into your company’s culture generally and/or into the specific demands of the particular position. I tend to dig both broader and deeper by using open-ended questions that are better predictors of character, behavior, temperament, and personality. My clients say my process works — they learn something about themselves and their organization in the process, and the end up with a new employee who is not only competent for the job but a good “fit” into the culture and personality of the business.
This past weekend, the New York Times’ “Corner Office” feature interviewed one CEO about her smart hiring strategy. This CEO clearly gets it. Her company is smart about hiring. They don’t want just another warm body to do a job — they are focusing on culture and fit, and they have some smart strategies for assessing both. You can read the feature here.
