To ensure that you select the right managerial candidate, here’s a few things to consider during the hiring process:
1. Change up your questions- A lot of candidates already know what you’re going to ask.
- Tell me a little bit about yourself?
- Describe your management style?
- How do you motivate your team?
- Where do you see yourself in ten years?
Sound familiar? That’s because you’ve probably asked these questions before. Remember, managers with a lot of experience have been through a lot of interviews. They’ve answered these questions before, and they know exactly what the hiring manger wants to hear.
I’m not saying throw away your interview questionnaire. The aforementioned questions are certainly important for the vetting process. Instead, try including questions that the candidate hasn’t had time to prepare for.
E.g., If you were lucky enough to land an interview with Google, here are a few questions you might hear:
- “Which do you think has more advertising potential in Boston, a flower shop or a funeral home?”
- “How many ways can you think of to find a needle in a haystack?”
- “How would you improve a shoe factory? Source
Sounds crazy, right? What does improving a shoe factory have to do with a career at Google? Everything. The answer itself isn’t as important as how the candidate arrives at the conclusion. Google is an intelligent, innovative company that must hire intelligent, innovative people in order to stay competitive.The tactics. strategy, and methodologies the candidate uses to come to their conclusions are what the interviewer really wants to know.
Try these during your next management interview:
- Career-wise, if you could do anything in the world what would you do? Hint: If their answer isn’t hospitality-related, that’s a red flag.
- If you had one day left on Earth, how would you spend it? This one will hint at priorities.
- If you had to do something illegal, what would it be? Character.
- What’s a mistake you’ve made that you don’t regret? Again, character.
- Tell them they didn’t get the job. If you’re on the fence, tell the candidate you don’t think he or she has enough qualifications. True rock stars will go the extra step and tell you why they believe they are.
2. The Breadcrumb Theory- Small things lead up to big things.
“Success is the sum of details.” – Harvey Firestone
You can determine a lot about a candidate by the details they exhibit initially. For example:
- Did they take the time to proofread their resume, cover letter, and emails?
- Did their voice change after you told them who you were during the initial phone call?
- Was there any background noise during a phone interview?
- Were they too early to the in-house interview?
- Did the candidate seem knowledgeable about the company and its history?
- Did the person cut you off before you were done speaking?
No one is perfect, but the “yes” or “no” answers to these questions will reveal clues about the candidate’s character, values, and demeanor. If they don’t care about the small things during the interview process, they won’t care after they’re hired.
3. Accomplishment-Based Assessment- What has the candidate actually done?
When discussing what a candidate has accomplished, titles need to go out the window. Gaining a new title, even a higher one, should not be considered an accomplishment.
Unfortunately, for a lot of hospitality managers their job is just a paycheck. They show up on time, go through the motions, but they never actually “accomplish” anything. These employees usually don’t get promoted from within due to their middling performances. However, they are reliable, so they can (and often do) remain in the same position for years at a time.
As we know, tenure looks great on a resume. However, time spent at a job does not necessarily parallel performance. When a mediocre manager decides that it’s time to make a career move, they can often times move up in rank simply by changing companies.
So, how can you tell if a managerial candidate is a mediocre performer or a rock star? Simple, ask them what they’ve done. Here’s a few questions to expose the truth:
- Tell me about some company goals you’ve achieved throughout your career?
- How have you made a workplace better?
- Do you have a performance award from any of your previous positions?
- Has your store led the company/region in any categories? If yes, how’d you do it?
- Do you have any notable recognition from previous roles?
You’re not looking for a Stevie Award here, but you do want to see some acknowledgment of success. Trust me, the best candidates will have one.