Over the next few weeks, I’ll be sharing a number of tips to help you speed up the time to hire AND reduce the risk of a mis-hire at the same time.

I came from a manufacturing career base. It taught me everything I needed to know about every other industry. Including hiring.

In the hiring process, you want to confidently and quickly determine if a candidate isn’t going to be hired. It’s very similar to manufacturing quality control. Once a customer receives a defective product, significant investments have been wasted, and the customer is not at all happy. In the hiring industry, the customer just happens to be the hiring manager. 

 “Fail fast.” That’s what we say.

But there’s a balance. You want to spend enough time with a potential candidate to make a good decision.

At Colosi Associates, we determine with the client what the highest priorities are for success in the role. With this information, and by considering a specific candidate’s experiences, we determine what dialogue/questions we’ll ask a candidate in a very specific order. 

If you had just one question to ask early in the interview process, what would it be?

Understanding why someone wasn’t employed for six months, 10 years ago, isn’t a high priority, when, for example, you need learn if a CXO candidate has been a strategic partner to a CEO and part of an Executive Leadership Team.

There is one question (muli-prong, I know) I ask fairly early on in a conversation with a potential candidate. It reveals whether we should continue the conversation.

“Take me through your background. Start with your role at X Company (a few roles ago, not from the beginning of time). For each role, share with me what your mission was coming in, a couple of accomplishments you’re proud of, and your decision process to move to the next role. Let’s go with the 10-15 minute version. “

The operative here is the 10-15 minute version.

All executive roles we hire require succinct, clear communication, summarized/tailored appropriately for different audiences. It’s not just required, but a number one priority.

 This one question alone tells me three things. If the candidate:  

  • Can stay on point, or can’t help but use every “key” word on the resume.

  • Has self-awareness enough to come back on topic if needed.

  • Has accomplished at least some of the goals that are high priorities for the new role.

If you need an independent thought partner to help you determine what success in the role looks like or other great questions that will save you significant time in the process, reach out. We’d love to hear from you! At Colosi Associates, there’s a reason why nearly all of our placements are successful.  

Comment