Don’t always believe what you read when it comes to hiring!

There has been an awful lot of talk recently about the changing landscape in the employment market.  Unemployment rates are rising, there is a financial crisis and most people are confused about where markets are headed.  As a result, a lot of strange people are coming out of the woodwork with some really crazy ideas.  And, unfortunately, some of the mainstream press is perpetuating these crazy ideas.

Just yesterday I read the feature article in a major business publication titled, “The Hiring Game, New Times, New Rules.”  (The fact that they use “game” in the title should be your first clue that they don’t get it.)  The article outlined that, due to the current economic conditions, the power in the has shifted from candidates to the hiring managers.  Idiots!!!

There is no power in this relationship.  A good hire has to be win-win.  It cannot be anything but and expect to survive.  If either side loses, everyone loses.  For years there have been dozens of books written about how to win the employment game (either hire better employees or outsmart the employer).  When you stop and think about this, it just doesn’t make any sense.

Let’s assume a person applies for your job and is sparkling in the interview.  You are overwhelmed by the person’s personality, energy and enthusiasm.  And, you hire them on the spot.  But, what you are unaware of is that the person just finished reading a book on how to ace the interview and what you witnessed was a great act and not reality.  This happens all too often.

Now the person reports for work and the real story is told.  It doesn’t take long for you to be disappointed.  Now you are faced with the unpleasant task of firing the person and having to repeat the process.  Not a lot of fun in anyone’s book.  This represents the classic case of a candidate playing a game and winning the interview.  Unfortunately, you both lose in the long run.  You can NOT have a winner and a loser when it comes to hiring employees.

The article went on to talk about  how employers are really putting candidates through their paces now that they were in charge.  Let’s assume that “putting them through their paces” means they are now doing a thorough job of selection.  My question is, “What were they doing before?”  Doing a thorough job of selection should never be an option?

On the other hand, if putting them through their paces means playing games and trying to gain advantage then this is just as unproductive as the candidate playing games.  An interview needs to be an opportunity for both sides to gain enough information to determine if there is a good match.  Think of it as a sales call.  The sales person needs to find out if the prospect needs and wants their product and the prospect needs to determine if the salesperson has a product or service that satisfies their need.  If either side fools the other, both will ultimately be unhappy.

Let me put this employment relationship in a different light that will hopefully simplify everyone’s thinking.  A job is simply a “Behavior Rental Agreement”.  That’s it.  Nothing more.  We enter into a contract with a person and both parties have to hold up their end of the agreement.

You don’t hire a person because you like them or they look good in a suit.  You hire someone because you want something in return.  You have a job that needs to be done.  You need a business need satisfied.  You hire someone to accomplish these tasks.  And in return, you will offer compensation.  It’s really a simple contract.

Now, if you entered into a contract with someone and they did not hold up their end, you would take action.  The exact same principle holds true in the behavior rental agreement.  The contract has been violated if the person does not deliver the behavior necessary to satisfy your needs.  The contract has been violated if you do not deliver an environment where the person can be successful and the compensation agreed upon.

This really is a simple situation.  Going back to the selection process, it is not an opportunity for either party to exert their will on the other, it is a simple data gathering process to determine if the parties can satisfy each other’s needs.

How many of you have ever bought a tool or piece of equipment because it was pretty or you liked it?  Then why would you hire someone for similar reasons?  The same logic and evaluation has to take place when you go through the selection process.  Hire someone because you are absolutely convinced they will deliver on their end of the agreement and satisfy your business need.  Apply the same evaluation to the person that you would to a piece of equipment.

One more quick rant.  A person recently told me she could tell quickly if someone will fit in her company because she looks for midwestern values.  I am from the Midwest (born and raised in Cleveland … Go Browns!) and I will bet you this person would not hire me!  Please do not put yourself in the foolish position of believing you can figure out other people.

You are much better off using a proven selection system (like my Selecting Winners System) designed to get you the information you need to make an informed decision.  The bottom line is that you are much better off using a proven structured process rather than relying on gut-feel and other less effective techniques.

When you read or hear about one of these latest and greatest hiring methods, my advice is to always run it by your common sense test.  Does this seem too good to be true? (I once read about the 3 questions interview)  Does the techniques describes seem like it would get you information that will help you predict success on the job?  Are you going to be comfortable using the technique?  You will be amazed how far a little common sense will take you.