My last blog posts focused on self-awareness, and “loving” your team. This Labor Day, I want to talk about hiring your team.
Hiring can be fraught, whether it’s in the private or nonprofit sector. Who am I looking for to complete the team? Do they have the requisite education, skills and experience? And equally important, do they have the secret sauce, aka how will they mesh with our office culture?
If you’re reading this post, you probably know what skills and experience you need in a candidate to complete your team. But once you’ve culled the stack of resumes and started scheduling interviews, how do you uncover the secret sauce?
“Hire someone coachable,” says Alan Eagle, Director of Executive Communication at Google, Inc.
Getting at coach-ability means going beyond the resume and standard interview questions. Instead of asking a candidate “what did you do” in your last job, ask “what did you learn?” Or “what surprised you?” This approach requires the thoughtful candidate to admit a certain vulnerability, or something they didn’t know. It can uncover a growth mindset or a fixed mindset. And it offers a window into their thought process, and how they tackle challenges. Were they open to learning? Hint: An answer that “nothing surprised me” is not going to reflect a coachable employee!
Coach-ability can also include how employees work with their teammates. Ask a candidate to “describe peer relationships at your last job.” Did they socialize? How do they communicate? Do they value clear communication and transparency? Do they contribute to a positive workplace that celebrates people and success?
Team assessments, such as the DISC TTI Success Insights Wheel can offer another insight into hiring. If the entire group already has similar traits, then filling the gaps could bolster the team’s success. A team assessment can identify those gaps. For example, a sales team of DISC “Influencer/Promoters” might afford an optimistic and enthusiastic work environment, but adding a “Compliance/Analyzer” could contribute needed accuracy and quality. Likewise, a small nonprofit where everyone is a “Steady/Supporter” might have a casual, warm and collegial culture. But the addition of a “Dominant/Persuader” could introduce some welcomed decision making and advocacy that could stretch the organization to the next level of mission success.
Eagerness to continue learning is the most important “soft” skill you can hire. Team assessments can identify growth opportunities on your team, and the right interview questions can lead to the coachable candidate. Hiring a coachable candidate will help you continue to build your team with trust, support and respect, creating that place where people want to work.
To learn more about assessments, or to discuss a coaching plan tailored to your team, email MBR@mbrcoach.com.