Sought-after business mentor Cameron Herold on:

Interviewing…

• Should screen candidates for introspection, values, and emotional intelligence – these are the types of traits that demonstrate whether a team member will really fit with your company.
• Consider group screening interviews. Talking to 8-10 candidates at once can give you a baseline to compare cultural traits among candidates.
• For one-on-one interviews, preparation is key: develop unexpected questions based on their transitions between jobs, specificity of job descriptions, and activities or interests.
• Put standards in place across your company to ensure uniformity in interviewing and hiring standards.

Hiring for long term…

• Have a “virtual bench”: do you have someone either internally or externally to fill each position or handle those responsibilities if that person left tomorrow?
• Ensure you are always prepared to hire aqualified candidate: know your hiring timeline: when are you interviewing, who’s making the offer, does your candidate need to give notice, do they need to be trained, etc.
• A-level employees are looking to be recruited. If you’re only using traditional job boards, you’re probably only getting B- or C-level hires.

The economy’s impact on hiring and retention…

• Employees used to just demand more money or go somewhere else; now no one is quitting. There is more fear and employees feel stuck.
• There is more predictability in hiring and interviewing because people are not quitting with no notice these days.
• Important to provide emotional support and recognize this nervousness, especially with Gen Y, in order to ensure your team remains happy and productive, and to keep superstar employees.

For additional content from Cameron, register now for the next Fridays with Vistage Webinar on December 2 at 10 a.m. PT: “Turn Your Company Into a Magnet for Great Employees.”

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