Trust in Hiring

Hiring can be an exciting time for an organization! It can also be a complicated and time-consuming process. The expense of onboarding the wrong person can be massive. The leading indicator of hiring right is TRUST. To increase your chances of a successful new-hire, place trust at the core of your organization’s hiring process. 

THE INTERVIEWER 

The starting point for bringing in a high-trust employee is critical—and it’s not the candidate! Many leaders and organizations think they are clear about hiring for a role when they are not. Hiring right starts with you and your organization doing the upfront work of clarity. 

Step one in hiring is to get clear! Align the job description with the company’s culture and needs. 

HERE ARE TWO STARTING POINTS TO GET CLEAR: 

Review your mission, vision, and values. How does the job description reflect these specific priorities and your overall company culture? 

Identify key benchmarks for the position that align with the 8-Pillars of Trust. How does the job description reflect your expectation for maintaining a high-trust culture in the outcomes of this position?

THE SEARCH 

When looking for new employees, leaders can increase hiring success by leveraging their trusted network for leads on quality candidates before using a recruiter, their company's employment website, or the more contemporary approach of posting to social media. There’s nothing wrong with using a variety of recruitment tools, but a colleague's recommendation often carries a lineage of trust. 

QUICK TOOL: 

Use the data above to ask your industry colleagues for candidates and clearly list out your expectations. Utilize the 8-Pillars of Trust when creating your list. Some examples below. 

• Compassionate: Someone who has a hunger to drive a mission forward with urgency, excitement, and ongoing improvement. 
• Competent: Someone who has a sharp eye for seeing and predicting needs with a fast-paced mentality for accomplishing tasks. 
• Committed: Someone who takes responsibility to follow through with excellence and genuine care. 
• Consistent: Someone who can multitask, pivot, and deliver high-quality results. 

THE INTERVIEWEE 

53% of people globally attest that the most utilized gauge for a quality candidate is their quantity of experience. Highly effective candidates are motivated to stay relevant and competent in their changing industry. 

It’s true that competence grows with consistent learning. Real-life experience is equally vital to the accolades on a resume. Pay attention to the candidate’s volunteer efforts, interests, and hobbies. These crucial details, while some may consider resume fluff, will show the synergy and accountability of a candidate. Does the candidate work well with others? Based on the candidate's interest, are they passionate? Do they engage in activities that go beyond themselves? Do their interests keep them relevant? Read between the lines to start gaining a clearer picture of the candidate’s story. 

THE REFERENCE 

References are a valuable resource when considering an applicant. If the reference isn’t 100% positive, it can be a red flag. Take note and give the reference a call. Besides asking what the applicant was genuinely good at, here are some additional questions to get the best possible feedback from the call: 

1. WHAT WOULDN’T YOU HAVE THIS PERSON DO? Don’t tell them the role you are filling before asking this question. If you hear that they wouldn’t be a great leader of a sales team, and you are interviewing for that role, you have a clear answer. This question ties back to the Competency Pillar: people have confidence in people that stay fresh, relevant, and capable. 
2. HOW DOES THIS PERSON RESPOND TO FEEDBACK? This will tell you a lot about their coachability. A good team member will respond to constructive criticism and be able to make subtle changes in how they respond to management. This question ties back to the Character Pillar: people trust those who do what is right over what is easy. 
3. WHY DO YOU THINK THEY ARE NOT WITH YOU ANYMORE? The answer to this question is an indicator of the Commitment Pillar. People believe in those who stand through adversity. Did their life circumstances change? Did they leave because they did not get along well with their coworkers? Were they struggling with a certain aspect of their job responsibilities? Understanding an applicant’s reason for leaving a previous position provides you with some useful information.

THE INTERVIEW 

In 2020, data revealed that an interview was the best way to measure a trustworthy candidate before hiring them. Data from the 2022 Trust Outlook found that only 15% of executives say they rely on interview skills. Quantity of experience and a trusted referral are most important in their hiring decisions! 

Typically, an interviewee spends considerable time preparing for an interview by updating their resume, polishing their interviewing skills, and researching the company. The interview is your greatest opportunity to learn the culture-fit and competency of the candidate. Here are some specific questions you can ask to learn about the competency of a candidate: 

• What is a book you’ve read lately? 
• What are some favorite podcasts you listen to and why? 
• Tell us about how you stay fresh, relevant, and capable in your field. 

Listen for the details they provide as they are competency indicators for if/how the candidate prioritizes ongoing learning in their job and in life! 

THE COMPANY 

Remember, hiring is two-fold. The company is assessing the candidate, and the candidate is evaluating the company. They both want to determine whether it will be a good fit. Cast the vision for how their position will make an impact in the organization. Building trust and increasing employee engagement starts before the candidate is even hired. 

Ultimately, growing high-trust teams starts by selecting the right candidate. Align your hiring process with the 8-Pillars of Trust to attract and hire quality candidates who are a good fit for the positive, high-trust culture you’ve worked so hard to build. Together, you will grow your organization’s mission and impact!