What’s a PURE hire, you ask?
UGH!! The pain of a bad hire!
One of the best ways to avoid that mind-numbing, time-consuming, money-burning pain is to eliminate PURE hires from your world. Welcome to the intro post to the PURE Hire Series!
What’s a PURE hire you ask? It’s an acronym that stands for, Previously Undetected Recruiting Error, and we’ve all had them. They’re infuriating, primarily because they fall into that embarrassing category of, “How could I have missed this?”
But they made it through all 16 steps!
You and your candidate go through an entire interview and selection process engineered to find the good and eliminate the bad: LinkedIn and resume filtering, employee and network referrals, and phone screens with HR. Then, you do video calls, F2F interviews with you, your peers, your boss, her boss, committee interviews, ride-alongs, personality evaluations, aptitude tests, hard reference checks, and soft reference checks. If you add in the never-ending and always-evolving interviewing styles and strategies invented to help you make good decisions, then you would assume that you couldn’t possibly make a bad hire, ever!
Yet, somehow, we get it wrong. And by the way, we get it wrong far more than we’d like to admit. Consider this: 100% of sales hires are made with, at minimum, the sincere belief that this candidate can and will produce over quota. The fact is though that the average amount of reps over quota in a sales organization is 30-35%, and most leaders would take that any day of the week and twice on Sunday. Square that hole for me!
So how are leaders getting it wrong 70% of the time? Well, like most things in life, it’s a mosaic of reasons, but in my mind there are three big factors which I will be breaking down and covering in detail over the course of this series and others:
1. Executing only a fraction of the hiring process I previously detailed or executing it poorly—
One of the most important and impactful decisions you’ll make as a sales leader is who you hire; most everything else is varying degrees of illusory control and progressive parenting. If you’re not an expert in talent assessment and interviewing, then you need to become one. Each element of the hiring process should be geared and structured to provide new information, while substantiating what you already know. Finding that balance of leaving “no stone unturned” while maintaining a candidate friendly process is no easy trick, especially in this candidate driven market. We will dive into this over the course of this series.
2. Not recognizing that the basic structure of the interview process is riddled with inherent and significant conflicts of interest – Step one of solving a problem is coming to grips that a problem exists in the first place. Realizing and understanding that that you, your company and the candidate are exposed to forces that don’t always drive us to the right place is key. Being able to recognize when those forces are pushing to an undesirable result is 90 percent of the solution. See PURE Hire Series Episode 2: Conflict in the Process.
3. The small stuff that was in plain sight; you saw it and decided to let it go – Many times the insight that you’re looking for isn’t in the big moving parts of the interview process. Here I’ll be introducing you to the wonderful world “microvaluation” (yes, I like making up words). To microvaluate means to completely pick apart and dissect seemingly small quirks in a candidate’s behavior to get a better view of their inherent attributes (the stuff that they’re really made of). Think of these little signs like “tells” in a poker game, and if you can learn how to recognize and read them then they’ll provide you with invaluable information.
In the coming episodes, we’ll start looking at examples, while keeping in mind two basic interviewing principles as context. One – a candidates’ behavior during the interview process, is the best it’s ever going to get. Two – anything bad is only going to get 10x worse 3 months from then, which everyone including you, your team, and prospects/clients will suffer firsthand.
Thanks for reading and enjoy the ride!