How to Hire People Who Can Survive the Worst Parts of Your Company
Unearthing candidates who can weather the stormiest aspects of your organization is no easy feat. Discover the art of identifying resilience, adaptability, and tenacity in potential hires, and learn how to build a team that thrives amidst challenges.
If you want to ensure that any new hires are going to succeed, you need to assess their ability to survive and thrive amidst these negative aspects
A lack of technical skills accounts for 11% of hiring failures, while attitudes drive 89%
- Hiring managers and recruiters need to build attitudinal criteria into the hiring process
What to Ask…
Could you tell me about a time you faced an impossible deadline?
- If you want to hire people who can survive in chaotic and ambiguous environments, ask them to tell you a time they faced competing priorities.
- To hire someone who can thrive without being handed growth and development opportunities, you could ask them, “Could you describe a time when your company wasn’t providing robust opportunities for growth/development?”
…and What Not to Ask
Most interview questions have phrases at the end of them that ruin the questions effectiveness
- Example: “How did you solve it?”
- Without those words, the candidate could have told the interviewer about how they froze or panicked when they got an impossible deadline
- If you add the words “how did you overcome that,” the candidate will have revealed deep-seated resentment toward the boss
- No company is perfect, but hiring people who don’t crack under imperfections is as simple as selecting a few attitudes
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