From tribal chieftains to contemporary CEOs, they’ve earned the right to their position because of exemplary leadership. Throughout history and weaved into every culture, we turn to compelling leaders because they provide the guidance, clarity, and assurance we need.
Yet, when it comes to hiring direct reports – or plans for our next top performer, sometimes as leaders, we can feel ‘stuck’. Stuck deciding which candidate would be the best choice. Still, everyone is looking to us to make sure we ‘pick’ the best one.
After all, our decision to going to impact everyone~
We all know how much work is involved in screening, interviewing, and deciphering a candidate’s genuine traits versus those he is putting on ‘for show’. As a matter of fact, it can get real old, real fast when all we want is some sign that the decision we’re making is the right one for our organization.
The Big Decision: Focusing on a Lot More than Meets the Eye
Our goal as leaders is to not have to go through this again any time soon. We want – we need – to hire a good, solid top performer who will not only be a great addition to our team, but one that we could prime for sustainability with our company.
There is a primal component here that we shouldn’t ignore.
Whether or not we want to admit it we draw people into our emotional orbit. Knowing that up to 80% of the contributing factors for success revolve around emotional intelligence in the workplace, our decision will leave a lasting impression. It will also directly impact our existing employees and the relationships we have with them, insomuch as their future productivity levels (and could even impact their loyalty – if our decision is too askew).
As leaders, we recognize the importance of the health of our own emotional intelligence. However, we should expect the same from our new hires. We should be looking for cues. Signs. Very clear signs.
We want (and need) the same from our direct reports. Our people depend on it. Our customers expect it. And our bottom line will prove it.
When a candidate is enthusiastic, emotions are escalated. What happens next? Performance soars
When we can truly tell where a candidate’s values reside, integrity mounts. Bringing that type of ethics and morality into our workplace and credibility ascends
When our front line workers are naturally ‘drawn’ to our new hire, we can rest assured that things like motivation, innovation, and the desire to come to work every day is going to be positively impacted
“The way we communicate with others and with ourselves ultimately determines the quality of our lives.”
~Anthony Robbins
There is more truth to this than you might imagine when considering the finer points of the hiring process, too. As a matter of fact, the sole art of communication is far more encompassing on the process of talking and listening. But as leaders, we know that.
The stress associated with choosing between two great candidates can become so overwhelming that it isn’t uncommon that a leader will revert back to what is familiar.
But what’s is familiar isn’t always in our company’s long-term best interest.
Therefore, taking the time to assess some of the indirect qualities and traits of a candidate just might provide the answer you are in search of. Such indirect qualities are oftentimes sluffed off as what might otherwise be a given. Most of the time as a matter of fact, they provide very clear answers.
Reflect a moment on your own experiences. What were the deciding factors that convinced you to choose one candidate over another?
Who Would You Pick?
Two top contenders were vying for a premium position at a renowned Fortune 500.
