Hiring Attributes – Adaptability

Hiring Attributes – Adaptability

Article
Here at HR Coaching, we advocate for the use of Attribute focused interviewing. Typical hiring processes are focused on skill sets which fills a temporary hole in your organization. Hiring for Attributes assures you will have a great fit for your organization no matter what role you’re putting them into now because they will grow with you into the future. For this article we’ll focus on Adaptability. How many days do you work where each and every day is exactly like the day before it? I’d venture a guess that answer would be zero. The world that we live in is unpredictable and a day at the office is no exception. One of our favorite quotes is “the only constant is change”. Given the constant changing landscape of the business…
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Hiring Attributes – Accomplishments

Hiring Attributes – Accomplishments

Article
Here at HR Coaching, we advocate for the use of Attribute focused interviewing. Typical hiring processes are focused on skill sets which fills a temporary hole in your organization. Hiring for Attributes assures you will have a great fit for your organization no matter what role you’re putting them into now because they will grow with you into the future. For this article we’ll focus on Accomplishments. One line you’ll hear us use often is: “Unlike the stock market, past performance is a great indicator of future performance.” A career is a string of accomplishments completed one after the other. If you’re not accomplishing anything, either your business is redundant or you are. When you set out to hire someone, you want to focus on people who make things happen,…
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Hiring Attributes – Aptitude

Hiring Attributes – Aptitude

Article
Here at HR Coaching, we advocate for the use of Attribute focused interviewing. Typical hiring processes are focused on skill sets which fills a temporary hole in your organization. Hiring for Attributes assures you will have a great fit for your organization no matter what role you’re putting them into now because they will grow with you into the future. The second attribute we look for is Aptitude. Aptitude defines someone's natural ability to do something. For our purposes, we use aptitude as someone’s ability to come up to speed quickly in a new role, situation and/or environment. Every person making a job change is about to put their aptitude to the test. It’s your job as a hiring manager to understand just how good they’ll be when everything around them…
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Attributional Interviewing Questions

Attributional Interviewing Questions

Article
We know it's hard to come up with what to ask your candidates when you invite them to come in and interview. How do you learn enough about a person in the short time you've allotted to know if they'll be a valuable member of your team? Attributional Interviewing is the best way we've found to ensure you're selecting the right candidate. Here you'll find our master list of the best interview questions you should be asking your candidates. Attitude | Aptitude | Accomplishments | Adaptability | Appreciation | Amiable   Attitude back to top Tell me about the biggest challenge you’ve ever faced and how you dealt with that. What to listen for: Everyone encounters bad situations in their life from time to time. How they handle that is…
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Hiring Attributes – Attitude

Hiring Attributes – Attitude

Article
Here at HR Coaching, we advocate for the use of Attribute focused interviewing. Typical hiring processes are focused on skill sets which fills a temporary hole in your organization. Hiring for Attributes assures you will have a great fit for your organization no matter what role you’re putting them into now because they will grow with you into the future. The first attribute we look for is Attitude. Attitude encompasses a candidate’s demeanor, communication style, first impressions, convictions, approach, outlook, etc. What we’re looking for is someone who fits the “vibe” of your organization. You’re hoping to find someone who doesn’t back down from a challenge and sees those challenges as opportunities for growth. This candidate should be upbeat, outgoing, have a positive outlook on their career and do all…
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4 Reasons Why You’re Losing Candidates

4 Reasons Why You’re Losing Candidates

Article
It’s hard work to find candidates these days. I don’t have to tell YOU that. After you’ve taken all the steps to find someone interested in your job, the most frustrating thing that can happen is when they pull out of the process before you can fully evaluate them. Here are a few reasons why that may be happening. You’re treating applicants like resumes and not people. Our creed here at SBBH is to treat people like people, not resumes. If your process starts with an HR screener applying a keyword filter to all incoming resumes, you’re losing candidates. Can you afford that? Are you having applicants go through multiple steps just to be qualified to have the honor of speaking with you? You’re losing candidates. Talk to people. They got…
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Hiring Attributes

Hiring Attributes

Article
What Are Hiring Attributes? The 6 A’s that can predict the future. I’ve helped over a thousand people prepare to interview. That includes both interviewers and interviewees. When you handle that many interviews, you’re bound to start seeing some themes. One theme that became very clear to me, that is universal across any industry, any geography, any job, at any level, is that the largest factors in determining job fit and job performance have nothing to do with the skills the candidate possesses. Instead, you can directly tie an individuals likelihood to get a job and perform well at that job by assessing the following 6 hiring attributes: Attitude - Is the person upbeat and positive? Aptitude - Do they have the ability to learn new things quickly? Accomplishments -…
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The Problem with Behavioral Interviewing

The Problem with Behavioral Interviewing

Article
One of the most widely used forms of interviewing is called behavioral interviewing. At it's core, behavioral interviewing is a great way to ask insightful questions during an interview. It allows an interviewer to get at the true qualifications of a candidate. However, there is a very big problem with how it's implemented in most companies, First, a primer on Behavioral Interviewing. A behavioral interviewing question is usually a question that starts with “tell me about a time when…”. So an example would be “tell me about a time when you had to deal with a difficult customer and what happened”. Traditional behavioral interview preparation has candidates walk through what’s commonly called the “STAR” answer format: S - Situation - Describe the situation in detail T - Task - What…
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