In a previous blog post, we addressed how to spot exceptional candidates on the resume. Now we’re going to switch our attention to the face-to-face interview.
One of the most important clues to look for during the interview is motivation. There are two types of motivation:
- Extrinsic motivation
- Intrinsic motivation
With extrinsic motivation, a person is motivated by outside circumstances. They could be motivated by something positive, like the promise of a raise, or something negative, like the prospect of being fired.
When a person is intrinsically motivated, though, it means they’re internally motivated. They’re motivated regardless of outside circumstances. In other words, they motivate themselves. That’s the kind of person that employers want to hire. They want to hire self-starting individuals who don’t need to be motivated, but who do that job themselves on a daily basis.
You can identify people who are intrinsically motivated during the interview, which helps employers draw a correlation between what they see on the resume and what they witness in person. Now, if you’re trying to decide if you’ve found an exceptional candidate for a management or senior-level position, there are a couple of things for which you should look.
First, you should be able to see evidence of collaboration skills on the person’s resume. This would involve projects that the person has been a part of or even that they’ve led or helped to lead. Once you have this information, you can dig into it more during the interview and ask questions that help reveal the reasons the person has been successful working in groups or in a collaborative fashion with others. An employer should ask detailed questions about the project, how successful it was, and what the candidate thought about the entire process.
Second, the candidate could have a work history that involves actually building teams. If you want to hire somebody who can build and run a team of people, then you need to find somebody who has a work history that involves building and running teams of people. Remember that when it comes to hiring, the best predictor of future performance is past performance. This is especially true in terms of hiring candidates for management or senior-level roles.
An employer must use a combination of a person’s resume and the face-to-face interview to form a concrete conclusion about whether or not they’re a top candidate. The resume will only tell you so much. The face-to-face interview is where a hiring manager or practice owner will really find out if the person is an exceptional candidate, a good candidate, or merely an average candidate. After all, you can’t hire exceptional candidates unless you can identify them in the first place.
If you’re looking to hire exceptional candidates, we invite you to connect with our team today and see what The Doepker Group can do for your organization.
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