“Before I look at the personality profile, let’s take a look at this job posting and see if we can create a job description that will help us,” I insisted.
“Do we really have to?” Kristen pushed back. “You know, if we don’t make a decision quickly, I’m afraid this person might take another job. That’s why I asked you to come in this afternoon, to look at the profile assessment.”
“So, you would rather make a wrong decision this afternoon than a better decision tomorrow.”
Kristen was exasperated. “I don’t think we can wait until tomorrow. I told the candidate we would call her with a decision before the end of today.”
“Here it is,” Kristen announced. “I couldn’t find the job description, but here is the job posting that we put on the internet.”
“So, you don’t know if you have a job description?” I asked.
“You know, we were in such a hurry to get this posted, I don’t think we actually wrote a job description.”
“So, how will you evaluate the candidates who respond?”
“That’s why I asked you to look at the profile assessment. Everything is there. That’s why I think we have a good candidate,” Kristen curtly replied.
“Oh, really,” I mused.
“Yes, based on this personality profile, I think this is someone I could really work with.”
Jean was upset. After two weeks of interviewing, the committee finally made an offer to a candidate for an open position. “I called her up and she laughed, said she took another position last week. So, we went to our second candidate, same thing. Our third candidate was missing two essential qualifications, but the committee didn’t want to start the process over. I just made the offer, but I am skeptical. I just hope it works out.”
“Well, hope is a strategy,” I replied. “Why did it take so long to make a decision on your first two candidates? You interviewed them almost two weeks ago.”
“Whenever the committee got together, we would argue about what was important for the position. Our meetings were more confusing than helpful.”
“The job description, wasn’t that helpful?”
Jean nodded. “It’s funny, we didn’t actually write one until this past weekend. It was only when we did, that the committee was able to agree on the qualifications and make a decision. It was just too late.”
Jean stared at the table, shook his head and smiled. “That’s where we should have started.”
You are ready to extend the offer letter, but there is this nagging hesitation in your mind.
- Is this the right person?
- Am I making a mistake?
- What happens if I am wrong?
But, you have a 90 day probation period, so if it doesn’t work out, no harm, no foul.
And, you will have to start over again, 90 days down the road.
- Why do you have to wait 90 days to find out if this is the right person?
- How can you eliminate mistakes in your hiring process?
- How can you up your batting average, reduce the times you are wrong?
- What separates the average hiring manager from the few who most consistently make good hires?
There is no magic, no fairy dust, just a little managerial work. Most managers make hiring mistakes because they didn’t know what they were looking for in the first place.