Essel’s Post

Transcript

I don't look for a finished product when hiring new employees. In fact, that is sometimes a liability. What I look for is potential in addition to potential. What I look for is a thought process. For me, what I'm looking for is not necessarily someone that's already done exactly what I need them to do, but I want to find out how would they accomplish that? How would they accomplish what's in front of them? And a lot of times they'll say, well, I've never done that before. And I make it a safe place for them to say it's OK, I know you've never done that before. Tell me how you would approach it and understanding how they would maneuver. Through that scenario helps me understand, does this person have clarity to really understand what they need to do? Because then that will make my first 60 to 90 days that much easier in attaching exactly explaining why they're doing what they're doing and connecting that with their thought process. If I find that a person just has no ability to foresee what success looks like and how they would do it, then it just tells me that that person is going to need a lot more coaching up front, which means that their trajectory to becoming fully effective and fully utilized. It's a lot longer now. That's not a bad thing that just awareness of those types of scenarios and how to approach employee onboarding differently. It all starts with the interview, so finished products are not always the best solution.