Why the perfect candidate becomes your biggest headache three months later

You validated their technical abilities.

You got strong references.

You enthusiastically welcomed them.

And yet, bringing in new talent too often feels like playing ‘Hit or Miss’.

Though you’ve recruited time and again, you still can’t predict who will last.

By all means, validate their skills. But bet instead on their values.

Interview them as much for what they stand for as for what they can do.

What this does NOT mean:

  • Filtering for carbon copies of yourself
  • Encouraging cunning “virtue signaling”
  • Asking about religion or politics – and earning a discrimination lawsuit!
  • Undervaluing technical capabilities and selecting new staff based on likability

What this DOES mean:

  • Finding out how they will handle themselves when the client starts complaining
  • Learning how they will treat you and others while getting the job done
  • Making it clear to this prospective team member what you genuinely care about
  • Sorting the wheat from the chaff among applicants with similar credentials.

As a Managing Director recently put it: “I’d rather have someone with 80% of the skills and 100% of the attitude than 100% of the skills and only 80% of the attitude.”

He asks candidates about loyalty. Many react with an open mouth. Or a furrowed brow. If so, end of. Those that respond often worry they are being asked to tell on colleagues. Interesting where the mind goes… That’s not what this leader is looking for. Only those who resonate get a callback.

Why does hiring remain so much about CVs? The truth is, it’s easier to interview for skills because they are measurable. Interviewing for values is hard work. It requires us to know our values first.

Crafting value-based questions forces a mirror onto you. What do you stand for? What personal philosophy do you embody?

If you aren’t aware of your values, you won’t be able to recognize them in someone else.

Values are the only reliable predictor of integrity under pressure.

The Relationship Wisdom Pivot: to identify professionals who will fit in, ask about their values.

Have you ever hired someone who was technically a “10” but turned out to be a “2” on values?

What happened?

 

PS: This post is dedicated to O. whose quote he kindly granted me permission to feature 🙏🏻

 

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📧 alexandra@coachingforinspiration.com
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