Authenticity in life, and at work, matters.
In the first post in this series we discussed the importance of hiring employees who share similar core values and skills of the company. This concept transitions into another valuable quality employers should seek in new hires, authenticity.
As Joe Jurkowski says, “my first interaction with a new hire should let me know if they are genuine in what they say.”
In products, authenticity means to have 100 percent quality and to be everything that product markets itself to be. In the same sense, employees should be 100 percent of who they say they are, and honest about their core values and their skill-set.
Some, but not all hiring managers are able to identify a candidate’s level of authenticity solely based upon the first interaction. Other hiring managers can see through the mask an inauthentic candidate is wearing by the third or fourth interview.
Yet some bad hires still slip through even the most vetted of hiring processes.
When a hiring manager is less focused on the individual as a potential team member, and more as another “workforce grunt” to fill an empty position, they might ignore red flags they observe about the candidate’s character. For example, a company that has a large number of job vacancies may be more prone to hire in quantity over quality.
When interviewing candidates for a position, to avoid making hiring mistakes, have a clear set of expectations of both the person to fill the position and the position requirements. Map out what a successful and an unsuccessful candidate looks like (from personality, to character, to skill set, to team interaction) and have a matrix by which you evaluate each potential candidate. Get the team involved in interviews and ensure that several people have the opportunity to meet the candidate.
But most of all, use your discernment and trust your instincts because in the workplace, where the quality of its workers mean everything to the success and fruition of the company, a discretionary employer is invaluable to the process.
Post by Austin Andre
Bad Hires Are Costing Companies-An Employer’s Perspective (Part I)
Bad Hires Are Costing Companies-An Employer’s Perspective (Part III)