We recently shared a blog in which Business Changing client and recruitment specialist Mark Fisher from Eighty4 Recruitment dished out his advice on how to hire for cultural fit. He gave great insights into the techniques a business owner and manager can use when looking to employ someone to join the business – I learnt a few things myself!
During our conversation, Mark also shared some valuable tips of the trade he’s learnt over the last two decades of working with people. He has some clever psychological tests you can utilise to assess a potential employee’s behaviour, beyond just reading their CV and listening to their responses.
Mark suggests throwing in grenades during the recruitment process to see how they react… For example:
- If you’re looking for ADAPTABILITY, change the interview day and time and see how quick and willing they are to compromise. Even better make it outside work hours = this shows COMMITMENT.
- If you’re looking for COMMUNICATION SKILLS, ask the receptionist what they thought on first impression. Don’t pre warn them – just ask afterwards. This is the perfect place to establish what their first anonymous interaction was with your business and how they treat people who aren’t decision makers. These impressions are 99% right! Other ways to test communication skills: how quick do they respond when you phone them, txt or email them – are they quick or lethargic? Are their response professional and warm – would they represent your business well? You can even be a real dick in the first interview then at the end change back to your real self and explain it was only a test to see how they deal with tricky people. Just don’t drag it out too long or you’ll make a terrible impression!
- If you’re looking for LOYALTY watch out for how they speak about their previous boss / team / business. Regardless of how bad their current situation is, do they know when to hold things in?
- If you’re looking for ACCOUNTABILITY see how well they can articulate their areas for improvement. Ask them what areas of themselves they need to work on. Ask them where they have struggled and where they still do struggle.
- If you’re looking for COACHABILITY, give feedback face-to-face at the end of the interview then judge their reaction and ability to listen and accept feedback – or NOT… Or after you’ve spoken to their references and identified areas for improvement, put it to them and see how they respond. Do they agree?
- If you’re looking for INITIATIVE don’t include your office address in the email to confirm an interview or give little directions to your office – can they figure it out?