Monster Video: Sharpen your Recruiting Focus
In this Monster video, Roberta Matuson looks at why some employers end up choosing what turns out to be a bad hire – and why the interview process, when mishandled, can generate more questions than answers.
Roberta Matuson is the author of the international bestseller, Suddenly in Charge: Managing Up, Managing Down, Succeeding All Around (Nicholas Brealey, 2011) and the forthcoming book, The Magnetic Workplace (Nicholas Brealey, 2013). She is president of Human Resource Solutions, which helps organizations create exceptional workplaces that deliver extraordinary results.
Monster: Roberta, it’s wonderful to have you here at Monster. Thanks so much for coming in.
Matuson: Thank you Connie, thanks for having me.
Monster: You talk to a lot of small business owners. You really have a pulse on what’s going on out there with the recruiting and hiring scene. Let’s talk about that quality that you see that small business owners need to really have success in their recruiting and hiring cycle — especially in this environment where there’s a lot of talent out there and it’s very hard to find that right person.
Matuson: Well Connie, the one thing that I see in common when I’m coaching the CEOs that I worked with is their lack of patience when it comes to hiring the right person. And by that I mean they are so busy and they have so many other things on their mind that all they want to do is get certain position filled.
So what happens is they often wind up just pulling in the first person who looks like they actually meet the requirements, when in fact, often times that can be a huge mistake. So I encourage them to really step back and asked themselves whenever they’re interviewing a candidate, “Is this person good enough? Is this really the right person for my organization?” And most tell me that when they’re done doing that, when they step back, they had hired a much better quality candidate for their business.
Monster: That sounds like sound advice. I want to play devil’s advocate just a little bit. There’s a lot of people looking for work out there but there’s a lot of opportunity for great talent. How do you avoid taking too much time to say, “Oh this person, maybe not .. not good enough .. next person, not good enough…” And then you go back to that first candidate and say, “Oh, that was the right person” and then they’re not available anymore. How do you avoid that?
Matuson: What you need to do is you have to know what it is you’re looking for. So that when you do see that person, you know right then and there that’s the right person for me.
And what I find that many business owners do is they are not quite sure what they’re looking for. So they keep going and they’re going to interview somebody else and just see, “Well, maybe it’s this person, maybe it’s that.”
And in the end, they interviewed maybe five, six people. And instead of being very certain, they’re confused. So if you know what you’re looking for, if you clearly defined what the role is, if you know what traits you’re seeking, I guarantee you’ll know it when you see it. When that person walks in the door, you’ll say “This is the person for me.”