Based on: Eddie Gaydos: Hiring Secrets (but includes my views)
1. Two people can be on the same rung of the ladder but one is going up and one is coming down.
To gauge a candidate’s potential, don’t just look at her position. Look at what she had to do to get there and where's she's headed.
2. While conducting an interview, ask: “If you wasn’t interviewing with me right now, where would yous be?
”Would you be at home working on the stuff my business specializes in? Is it, like, your hobby? Or would you be talking to a company in a totally different field.”
You want someone who has a sincere passion for your industry and your company. You want to hire a fan, not someone who just wants a job.
Unfortunately, fans who can do what you need done and want to work for you are few and far between.
3. Actions speak louder than words, so give the candidate a test project.
4. Dig, dig, dig to get the candidate to tell you about her failures and how she handled them.
She'll come in with a prepared story about a goof that doesn't make her look bad because all of the career coaches tell her to do that.
But once she is finished with that story ask for another and another and another. If she says there are none you say, "So you've only had 3 things go wrong in your 10 year career?" If she says, "Yes," say, "I don't believe you," and end the interview.
5. Before a candidate meets a number of people in your company, agree among yourselves about the things you are looking for.
Create a checklist and during the interview take detailed notes about issues that suggest that the candidate would or would not bring what you want.
6. Ask how the candidate manages conflict.
Ask about conflicts they have had with their managers, subordinates and peers. Don't ask for one example; ask for example after example until they run dry.
7. You want someone who wants more than a paycheque.
Look for a candidate who’s deeply interested in the work, a person who has been a lifetime supporter or your brand or industry, an applicant who views his job as a calling instead of just a meal ticket.
Good luck finding that guy, Eddie. "I've always dreamed of being an internal auditor at a cork company. Especially your cork company."
8. Try to discover the candidate’s values, interests and pet peeves.
What questions are going to tell you that? Eddie doesn't say.
9. His #9 was uninteresting
10. To make sure you don’t hire a “yes person,” ask what they don’t like about your company and what they’d change if they were in charge. And keep asking until they run dry.
