Learn strategies to hire more creative and effective members for your team. And if you are on the other side of the job hunt, you can gain insight on what your interviewer is really looking for in a candidate.

A typical job interview is little more than a social call with some predetermined moves. A meeting in a conference room, a spotless resume and the customary questions: Where do you see yourself in the next five years? What are your strengths and weaknesses?

There may be some small talk, such as the applicant and interviewer being from the same town, but that will be it. The candidate appears to be qualified, and the references are satisfactory. So an offer is made, and everyone hopes that everything works out.

A month later, the new hire misses an important deadline or begins complaining about the work. That sinking feeling creeps in, and you start to wonder if hiring this person was a mistake. However, there is a solution for this. Keep reading to learn the top three tips for hiring professionals.

Big Egos Lose Talents

First up, when it comes to hiring, you have to put aside your ego. Ego is defined as indecisiveness, debate, and pontificating. That is what is stopping so many people from being successful.

Most people assume that they are good at hiring, and that is one of the biggest flaws in companies today. It is recommended that you look at what your team needs as a company, what skills you lack as a leader, and where a new hire could fit into what you are trying to build rather than look at subjective measures of success.

For example, if someone were to mention that they went to a public university and another mentioned that they went to a private college, there would be no difference. It is better to hire someone who is humble and does not allow their pride to make them appear insecure.

Redefine Potential

Gary had just hired his first chief creative officer, and he had spent six months looking for someone who possessed what was most important to him: emotional intelligence, because he does not value talent in the same way that most people do. It is amazing to see how secondary pure talent is to people’s skills. This notion that some creative people are so unique that they can be impersonal and bully everyone else is the exact opposite of how Gary manages his firm.

Hiring is Guessing, Firing is Knowing

When recruiting someone, look at their aim and whether or not they have a lack of insecurity, because it can lead to disproportionate bad behavior. Look for someone who complements the boss or has a communication style that works for the boss so that there is no need to micromanage them. It is preferable to hire people that you believe in and empower them.

Takeaway

Hiring is a game of chance, and it is okay to confess when you have made a mistake. No one wants to do it, but if hiring is guessing, then firing is knowing.