What is a Deal Breaker When Hiring Your Next Leader?
When hiring, picking the right talent can save you both time and money. Set a few deal-breakers for your recruiting process and give your interviews an extra twist when you’re looking to pick your next leader.
It is common for us to think of job interviews as unpleasant experiences. A job interviewer considers and measures job candidates before making a choice.
In spite of their evil nature, job interviews are necessary. It is imperative that organizations understand who they are hiring. A thorough and rigorous selection process is essential since every potential employee may become a future leader.
Employees of certain types may not be suitable for your team. Your next leader has to be selected early in the process, so it’s crucial to exclude those who are unqualified.
Leadership Deal Breakers
Leadership recognizes behaviors and competencies that are aligned with their organization’s purpose. The hiring process allows them to detect deal-breaking tendencies early on, even if they make mistakes.
Talent is determined by an individual’s inner and outer-core leadership competencies, as is discussed in many high-authority leadership coaching books.
The following are three such basic competencies:
- Hunger– In order to achieve goals and uphold values, you need motivated leaders.
- Humility– True leaders place the organization’s interests above their own. In order to build trust. Leaders must understand that selflessness is essential.
- Emotional Intelligence- Emotional control is a skill that high potential employees need to possess since their actions will be influenced by emotions, as well as other people’s emotions.
Aiming for your future leader to possess all three of these basic competencies will facilitate better response to leadership coaching and develop more quickly. A candidate who fails each of these requirements is a deal-breaker. Missing two of the three competencies in a potential hire is non-negotiable.
What are some ways to spot deal-breakers during an interview?
Not Being on Time
An employee who doesn’t respect your time is likely to cause you problems and cost you money in the future. Lateness is unacceptable when someone doesn’t apologize or acknowledge the situation.
Interrupting the Interview by Checking Your Phone or Consistently Looking at the Clock or Other Outside Elements
Future leaders must buy into your organization’s purpose and values. Making your company more successful requires their effort and time. An individual who cannot or is unwilling to devote their full attention to your organization during the first contact is not suitable for this position.
Not Dressing in a Professional Manner
In flip-flops and shorts, you demonstrate a lack of respect during an interview. If a candidate does not show respect to your organization, it is unlikely that he or she will respect its values and purpose as well.
Talking Down on Past Employers
It is likely that someone who complains about their former employer will turn around and complain about your organization to someone else. There can be no doubt that such candidates lack emotional intelligence.
Not Being Prepared
If candidates arrive unprepared for a job interview, they are not “hungry.” They have not taken the time to print out their CVs and bring references with them. It conveys that the job is not important to them. They aren’t motivated.
How Can You Access Your Candidate’s Personality?
Taking the interview out of its usual setting is an option. Organize a meal or shopping trip for the candidates. Observe how they interact with the world around them. In many cases, you can learn more about the character of a person from how they interact with a waiter than from a formal interview.
Use other unconventional tactics if necessary. To find out what values matter to your organization, develop company-specific tests. You may place a high value on loyalty, organization, efficiency or punctuality. Create a test that focuses on these traits.
Honesty and bluntness are key. Demonstrate the seriousness of your organization’s values to candidates. Ensure your prospective candidate is giving honest responses to questions.
Any business coach will tell you that bringing on the right talent will save you time and money. It is possible to dramatically improve your recruiting process by modifying your interviews and establishing a well-defined set of deal-breakers.
Reach out to our team of experienced executive coaches for more information on the right techniques to follow when hiring new leaders within your organization.