“You have everything we’re looking for – you’re hired!”
Have you ever said those words at an interview, only to find yourself wondering, “What was I thinking?” three months later? Somehow, that “perfect hire” you so enthusiastically took on turned out to be a sub-par employee, and nothing like the candidate that presented so well in the interview. Full disclosure; it’s happened to me, even with the rigorous interview process we had in place.
The fact is, there are people who are superstars at interviewing. Masters of the art of conversation, they’re personable, charming and know how to turn questions around so that the interviewer winds up doing all the talking. Sometimes those people are just what you are looking for, in jobs involving sales, customer engagement, or motivating and inspiring others – all positions in which connecting with people is paramount. But that bright personality can dazzle an interviewer into overlooking the lack of other, more critical skill sets – and that’s when expensive hiring mistakes are made.
Too often, we pass over better-qualified candidates who are more reserved, quiet, and less eager to talk about themselves, or who take time to consider their answers before responding. Yet while these introverts lack the extrovert’s charismatic presentation, they’re often better fits for positions that require strengths like self-motivation, and alliance building. Bill Gates and Warren Buffet certainly contradict the notion that introverts can’t lead.
This week, I saw a piece on CBS Sunday Morning on Introverts and the Making of a “Quiet Revolution” that explores our growing understanding of the strengths these folks bring to the table. Susan Cain, author of the book Quiet: The Power of Introverts In A World That Can’t Stop Talkingdismissed the myth that introverts don’t make good leaders, saying “Introverts contribute so much to society because of who they are, notin spite of who they are, and yet we’re encouraging everyone to be one way and not the other way.” So, how can we as interviewers overcome that innate preference and avoid making costly hiring errors to reliably choose the right person for the job?
Resumés and interviews can only go so far in determining the best fit for your next hire. I recommend using proven assessment tools to enhance your hiring practices. I believe in and use the Predictive Index (PI). PI has a 70-year history of being scientifically validated and reliability tested for accuracy. PI was invented for use in the workplace as a tool to determine what motivates and drives people. When you place someone in a job that fits their PI profile, they will be more productive, better motivated and are much more likely to stay engaged for a longer period of time. Given the high costs associated with letting someone go and replacing them, that makes using PI a smart investment.
As a PI Associate, I will help you discover the wonders of this powerful talent management tool. Before you say, “You’re hired!” use the Predictive Index to discover “the rest of the story…” and avoid buyer’s remorse (and the expense of another hiring search) down the line.
Want to know how Predictive Index can help you and attract, select, engage and retain top talent or want to take a free PI Survey, Click Here!
