Hiring Attributes – Accomplishments

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woman celebratingHere 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, you want those go-getters who tackle an assignment and leave their mark on it. They’ll show up to your office with their career collateral in hand.

We define career collateral as the accomplishments and projects that are left in someone’s path as they move through their career. In short, the impact they’ve had. This career collateral can be both positive and negative. While not every project can be a winner and everyone is prone to making mistakes, hopefully the new team member you hire has more positive than negative in their past.

Below are a few example questions you can ask a candidate to discover their accomplishments.

1. What would you say is your biggest career highlight so far?

What to listen for:
Why do they consider this a highlight? What do they value about the accomplishment? Did it make their company better or did it make themselves look better? What impact did this have on their employer?

2. Tell me about a time you failed to complete a goal you set out to achieve.

What to listen for:
How did they react to the failure? Did they apply it to their career in order to never have that same thing happen again? Do they take ownership of the mistake or do they blame it on others?

3. Tell me about a time you were able to be creative with your work.

What to listen for:
Were they excited to be able to be creative or did they see it as difficult?
What about the assignment did they feel was creative? How did it differ from what they usually do? What did their creativity add to the organization or their skill set?

Hopefully this gets you on your way to evaluating your candidates for their attributes instead of purely on their skill set. See our full list of hiring attributes here and if you would like to see more example interview questions, look at our best interview questions here.

What accomplishments are you looking for from your newest team member? Do you need help with questions you could ask your candidates? Send us a note to our email. You may be featured in our next article!