Have you ever been in the middle of the hiring process, and wonder if a candidate is the right fit? Are you tempted to just “go with your gut”? Well, don’t. There is an art and a science to finding the right person for the job.

The science of making a great hire involves using a process to gather data on someone in a variety of situations and comparing it to what you want that person to do in the role and in the organization. The art of making a great hire is uncovering what the candidate doesn’t say. We call this looking for the ideal attitude or the red flags to avoid. In last week’s blog, we talked about the steps in the hiring process, one of which was Creating a Talent Profile. Effectively utilizing the talent profile can help you with this.

Let’s say you some interviews scheduled with candidates, and want to utilize the best tools you can to determine if they would be a good fit and the best hire for the role. The talent profile form—which should be created after the job description—reduces the subjectiveness of the process by defining the specific characteristics that must be present to set one candidate apart from the rest.

The Talent Profile should include your “Top 5:”

  • • Top 5 things you require in the person you hire for this position
  • • Top 5 things you want to avoid in the person you hire for this position.

How does this work? When you’re interviewing, you should be asking questions of the candidate specifically around the talent profile, and taking notes around what they tell you. The key here is to identify the attitudes that are important (your Top 5), then ask questions to get more information and make observations about behavior that illustrate those attitudes.

When you finish the interview, take your notes and compare them against the talent profile to see if the candidate has what’s needed. As you do this comparison, ask yourself if there are any key parts the candidate does not match on the profile. Also, look to see if the candidate has any of the “Top 5 things to avoid” that are deal breakers for you. For example, the person seems negative, a lone ranger, or inflexible. If the candidate matches anything you have in your “Top 5 things you avoid,” remove that candidate from the running. If you have more than one candidate you are considering, and some of them don’t match your “Top 5 things you require,” check to see if there is anyone who would match, then compare and rank them against each other.

If you are a people person you may find yourself liking all of the candidates and will want to circumvent the process. Again, using a hiring process that includes The Talent Profile as one of the tools in the process is a great way to remove your rose colored glasses, and prevent yourself from “falling in love on the first date,” hiring someone you don’t really know.

If you’d like more information about the 5 attitudes that make a great hire, feel free to download my free hiring guide here.

If you’d like help creating a hiring process, please schedule a free 30-minute session with me at https://calendly.com/talentattractionexperts.