To hire the best team possible, including seasonal workers, give some job candidates a second look, even if they don’t make a sterling first impression.
That’s advice from Lou Adler, CEO of the Adler Group, a human resources consulting firm that specializes in “performance-based” hiring. Adler argues that many hiring managers give too much weight to a gut instinct or first impression and too little credit to other factors. In a recent story for Inc., Adler shared some of his “the great predictors” of employee performance:
- Record of accomplishments. These can be “comparable — but rarely identical — to the actual work that needed to be done,” Adler said. Interview question to try: “Tell me a problem you solved recently.”
- Self-starter tendencies. Look for candidates with “a track record of being assigned to, or volunteering for, difficult projects,” according to Adler. Interview question to try: “When was the last time you worked on something that stretched your abilities?”
- Leadership potential. Focus in on job seekers who have “proactively coached and helped others become better, including peers,” Adler suggested. Interview question to try: “When did you last teach someone else a new skill?”
Get more tips on practical ideas you can implement right away — including ideas on how to put together a customer focus group for better feedback — in this month’s Hands On column in Floral Management magazine.
