Who by Street Randy; Smart Geoff

Author:Street, Randy; Smart, Geoff
Language: eng
Format: mobi
Published: 2012-02-07T15:56:11.194000+00:00

One of the advantages of conducting the Topgrading Interview in person is that you can watch for shifts in body language and other inconsistencies.

An entire science has evolved to tel when people are lying. The biggest indicator, as it turns out, is when you see or hear inconsistencies. If someone says, “We did great in that role,” while shifting in his chair, looking down, and covering his mouth, that is a stop sign. When you see that, slam on the brakes, get curious, and see just how “great” he actual y did. There is probably more to the story than he wants you to know.

The idea isn’t to gather dirt. That’s never the point of the Topgrading Interview. If you come off like an investigative reporter or, worse, a gossip columnist, you need to seriously refine your approach. Think of yourself instead as a biographer interviewing a subject. You want both the details and the broad pattern, the facts and texture. That’s how you make an informed who decision.

THE FOCUSED INTERVIEW: GETTING TO KNOW MORE

The Topgrading Interview is comprehensive and wil get you most of the way toward the right answer of who to hire. Conduct it in tandem with a col eague, and the two of you wil have a rich dataset to work from. In fact, we’ve seen plenty of great hires made on the basis of this interview alone.

But we recommend one more step, the focused interview, which is leg three of the “Select” step of the ghSMART A Method for Hiring. Focused interviews al ow you to gather additional, specific information about your candidate. In essence, you are turning the magnification up another notch so you can give would-be hires one last look with a finer degree of granularity.

These interviews also offer a chance to involve other team members directly in the hiring process. We think there’s great value in that, but a few cautions first. Be sure to emphasize to your team that this is not meant to be another Topgrading Interview. One time through a candidate’s ful story is enough. Stress, too, that everyone is to fol ow the script. Otherwise, some of your col eagues might fal back on their favorite voodoo hiring methods. That’s the last thing you need at this point.

The focused interview is similar to the commonly used behavioral interview with one major difference: it is focused on the outcomes and competencies of the scorecard, not some vaguely defined job description or manager’s intuition. You have a good idea who you want by this point, but you stil need to be as certain as you can that candidate and position are a perfect match. The focused interview is, in essence, your odds enhancer.

The questions fol ow a simple structure, just like the other interviews in the A Method (see box above). We recommend leading with these primary questions to get the conversation started. As with al of the interviews we present in this book, get curious after every answer by

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