Finding a candidate who will lead
The first stages of the recruitment process are key for success down the line but the stakes are high; let the wrong candidates through and you’re wasting the hiring manager’s and your own time, turn down some hidden gems and you’re missing a world of opportunity. Intake interviews serve the purpose of preselection, validating whether behind an interesting CV there is an interesting candidate. This is usually done by phone, but frankly, the era of the phone call is over when the younger generation avoids them like the plague. It doesn’t help that they sap the time of the recruiter like nothing else so it’s a lose-lose. Digitising your process is the answer but they’re only as good as your approach.
So how do you avoid a time-consuming conversation with an unqualified candidate that doesn’t tell you much more than the CV? In this series we will discuss different overlooked personality traits and how to qualify them with questions that lead to examples and honest self-reflection while not taking up more time than your run-of-the-mill standard set. Don’t wait to get to know your candidate and their potential until you get to meet them live, get a solid idea of what makes them tick early on in your process by asking the unexpected questions that dig deeper.
For the first undervalued and misunderstood quality that applies to all hires, here is leadership.
How to test if a candidate will give everyone a seat at the table
As a recruiter, you might not be focusing on the leadership qualities from the get-go but snagging a candidate with the potential to lead can be a great long term investment. The problem is those attributes can be difficult to identify in the short period of time a recruiter has for interviewing candidates, and even more so if the communication is not live and you can’t follow-up the answers. When coming up with questions that yield insightful answers is the challenge, the way to go is to understand what you’re looking for and why.
Ask for their reasons and insights, are they even aware of inclusion challenges
Every company has a mission statement and for many a part of that mission is to create and more importantly maintain a culture of diversity and inclusion. Every management team has to decide for themselves what it means to them and why in order for there to be meaningful change in our workplaces. Everyone on the team has to be on-board and aligned with the values in order for the inclusion initiatives to remain sustainable in the long-term.
This is another tricky attribute to interview for as there are set ‘correct answers’ but you have to ensure that the candidate is not just paying lip service and giving the answer. Ask for their reasons and insights, are they even aware of inclusion challenges? Importantly have they been an agent of change themselves? It’s not about whether they believe in diverse hiring, but much more so about how they will play in a diverse team and maintain an equitable work environment. The questions here are about deeper understanding, empathy as well as actionable ideas to give everyone in the team a seat at the table. Here are some examples to make you think:
- Can you give me an example of an inclusion initiative in your past work that failed and why do you think that happened?
- Looking at our mission statement/D&I promises, what are your thoughts?
- How do you ensure that your entire team benefits from your collaboration?
Try out your perfect question set with Audio Intakes and discover the right candidate without any form of live communication!
Don't forget to check out our other blogpost in this series about "Finding a candidate who will lead": https://www.audiointakes.com/category/case-studies