The need to build teams in 2020 with roles that can generate growth remains strong. When consulting with hiring managers and candidates who are considering a new role, culture fit is one of the topics we always want to assess. Skills can be taught. A mismatch in culture often derails what is initially perceived to be a great hire.
In Joann Lublin’s January 16, 2020 Wall Street Journal article, she encourages candidates to ask recruiters questions about the company’s culture. Recruiters should have insight into how companies work and the nuances of the hiring company’s culture.
What are some of the things you might look at?
If you’re in sales, the company’s training, resources and flexibility with their compensation model, all will be important to you. Candidates are making a “buying decision” every bit as much as the hiring clients are. Candidates are encouraged to ask questions such as:
- How do you provide product knowledge?
- What is the role of marketing?
- What are the guidelines I’ll need to follow when finalizing a deal with a client?
- And most also know to ask if the variable aspects of comp are uncapped!
Likewise, sales leaders should be focused on these competencies that a candidate displays needs for success. Equally important are workplace drivers, or motivators. For example, is resourcefulness required? What about continual learning; or, is an experienced candidate’s instinct sufficient? Is the representative going to work independently or with close supervision? Is the culture objective or more feeling-based, and, how much teamwork is required? These target just some of the competencies to secure a good culture fit. As a sales leader, you know your culture, but even though a candidate has the right skills, how do you know your candidate’s underlying motivations will fit long term? We partner with our clients to assess just that.
At JESSI Search, our interview processes identify the behaviors, specific competencies, workplace motivators and acumen needed to be a star in the roles our clients are asking us to help fill. This includes designing specific interview questions around the client’s needs and using an assessment instrument that identifies each candidate’s strengths and competencies. The results help you identify where you might need to ask your candidate additional questions, or to provide an example or two that reveals previous behaviors before finalizing your hiring decision.
Not only will JESSI Search’s process help you to make the best hiring decision, it will also provide valuable insight to accelerate the onboarding process and assist your coaching efforts as you lead your new hire to peak performance. By investing a very small amount for an assessment as part of the hiring process, our clients save time, money and grief from making an uninformed hiring decision.
“Your life changes the moment you make a new, congruent and committed decision.” ~Tony Robbins