Hire Like You Just Beat Cancer

Jim Roddy

President, Business Solutions Magazine

Author, Hire Like You Just Beat Cancer

Jim.Roddy@BSMinfo.com

Shameless Book Plug

HireLikeYouJustBeatCancer.com

Why Cancer & Hiring?

• Primary Goal: Learn time-tested hiring best practices you can implement at your organization immediately.

• Secondary Goal: When cancer invades your life, fight back!

Your First Hire = Your Worst Hire

• We all make hiring mistakes – you, me, your favorite boss – everybody.

• There’s no substitute for experience and learningfrom your mistakes.

• Hire Like You Just Beat Cancer is based upon 30 years of hiring mistakes and success.

What to Look for During the Interview

• Skills

• Personality

• Character

• Mapping

Character Traits

• Prudence: Doesn’t make reckless choices. Keeps things in perspective.

• Justice: Doesn’t advantage self, family, or friends at the expense of others.

• Fortitude: Does the hard thing. Encounters adversity or bears pain with a pleasant disposition.

• Temperance: Exhibits self-discipline and emotional control. Confronts personal failings; doesn’t excuse them.

• Ambition: Is driven by desire to realize personal potential and improve self, your organization, and society.

• Work Ethic: Demonstrates initiative, determination to succeed, and quality workmanship.

Mapping

• The psychological makeup to be inclined to perform the activities of your job consistently, independently, and above your company standard.

Raise Your Standards

• Hire for Skills, Personality, Character, ANDMapping.

• Hold out for a candidate who fits your target – not the “least worst” candidate who applies for your job.

Behavior-Focused Interviewing

• Ask open-ended, past-tense questions like: “What exactly did you say to him?”

• Don’t use theoretical questions like: “How do you typically handle tough customers?” Instead, ask a behavior-focused question like: “Can you give me an example of how you handled a tough customer?”

Behavior-Focused Interviewing

• Don’t ask leading questions like: “Did you do that to motivate the group?” Ask the behavior-focused version: “Why did you do that?”

• Don’t provide leading information like: “We look for candidates who are committed to working here for 10 years or more.”

• Don’t ask close-ended questions like: “Would you say you’re comfortable having hard conversations?” Use the behavior-focused approach: “How do you feel after having a hard conversation?”

Behavior-Focused Interviewing

• Why?

• Thank you. Can you give me another example?

Conduct Multiple Interviews

• Opportunity to reflect on the candidate’s answers and prepare targeted follow-ups.

• Observe whether the candidate’s answers remain consistent.

• Better compare/contrast various candidates.

• Assess fortitude and perseverance.

• Allow the candidate (and their family) to reflect on the situation.

5 Hiring Don’ts

1. Don’t hire someone with below-average presentation.

2. Don’t offer a job to a candidate who won’t work at your company at least 10 years.

3. Don’t hire candidates who frequently switch companies or careers.

4. Don’t offer a full-time job to a candidate whose history shows no financial need to work.

5. Don’t predetermine how much your company is willing to pay a candidate.

My Best Hire Ever

HireLikeYouJustBeatCancer.com

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