How to find the best specialists in just one interview? Leading technique
The long -term prosperity of almost any business depends by almost 100% on the professionalism and the dedication of the people associated with it. The higher the competence and the degree of team involvement, the higher the chances of success.
This is especially true for breakthrough projects that have just appeared on the market and immediately strive to attract professionals.
How to do this, Anna, head of the HR department of BDC Consulting, tells.
How to recognize a professional?
Professional – a highly qualified specialist who is able to achieve their goals within the framework of the existing volume of resources: monetary, temporary and personnel.
For example, professionals in the crypto industry are distinguished by the following qualities:
- self confidence;
- self improvement;
- desire to expand the zone of their responsibility.
One of the most significant roles is played by highly specialized knowledge that the specialist has accumulated during his work. However, as experience shows, the knowledge alone is not enough for a person to effectively “fit” into work processes.
The so -called “basic settings” play a significant role, namely erudition (IQ), determining quality and speed of work, Emotional maturity (EQ), responsible for the simplicity and effectiveness of building communications inside and outside the company, and so on.
BDC Consulting hires highly specialized specialists and has practically no entry -level positions in the staff – they work Only experts who have proven themselves who are able to bring the result from the first day.
We have developed an effective personnel selection system based on one of the basic settings – fundamental competencies – about which we will talk about below.
Only when combining these settings – or otherwise “fundamental competencies” – and highly specialized knowledge can an expert be considered a professional.
Fundamental competencies: how to determine the best for one interview?
Fundamental competencies are the basic qualities of a person that allow a person to communicate freely and effectively and perform the required tasks.
As a rule, they are formed in your youth and determine the worldview of man. That’s why fundamental competencies are a priority factor affecting the effectiveness of a specialist. Regardless of professional erudition and highly specialized knowledge.
For the development of fundamental competencies in an adult, it may take many years. In addition, his personal desire to develop them is important.
Modern breakthrough projects are not ready to wait years, they should immediately evaluate the fundamental competencies of candidates for the first interview.
In BDC Consulting, we highlight four key fundamental competencies, about which we will talk below.
The model of life, which includes basic attitudes and reactions, directly affects the nature of building relationships and behavior when making decisions – especially with a conflict of interests.
For example, the paradigm “Victory – Victory” characterizes a person who is able to find mutually excessive solutions for all aspects of the dialogue, at the moment when the “Victory – Development” model is focused on the aggressive achievement of advantages to the detriment of the second side.
The paradigm “defeat – victory” is also common, in which a person behaves as a victim – easily lends itself to the influence of other people and acts to the detriment of his own interests.
How to evaluate the paradigm? It is important to understand what is significant for a person when making decisions in controversial situations.
A person’s readiness to admit that what is happening depends on himself and that he can independently influence the results of events and decisions made. Typically, responsible experts recognize mistakes and try not to repeat them, observe the deadlines, strive to independently resolve issues.
How to evaluate responsibility? We look at who or what a person considers guilty of difficulties and mistakes that happened to him.
This is about “burning eyes” and maximum involvement in each project and task. Passionate people are usually energetic and proactive – they are interested in everything that is directly and indirectly related to what they do.
How to evaluate enthusiasm? We observe the story of our favorite work: epithets, emotions, the number of details, pace and tone of speech.
This is about the understanding of how to achieve your goals in the agreed terms. A productive person clearly formulates goals and plan of action, seeks to choose the best ways to achieve them, always adheres to priority tasks.
How to evaluate performance? We observe how a person when discussing the results of the work tells about the initially set goals and the degree of detail of the tactics of their achievement.
An example of an interview to determine fundamental competencies
Let us give below an example from a recent interview with a candidate for CMO position. The candidate has a high level of education and highly specialized knowledge, as well as experience in the position of CMO for more than 5 years in two companies.
Candidate: “There were difficulties on the previous project due to the lack of budget, so I had to refuse it”.
Interviewer: “”How rejection of the project influenced the situation?””
To.: “Well, it is not entirely clear what would happen if the project had been implemented “.
And.: “Why did you need a project at all?””
To.: “CEO set the task “.
And.: “And what goals wanted to achieve? Metrics of effectiveness were formed?””
To.: “I don’t remember now, it was long ago “. (Calls 1-2 goals, slowly and fuzzy).
And.: “I see. Thanks. What plan to achieve these goals have you offered?””
Describes not a step -by -step plan, but “water”.
Based on the dialogue above, the following conclusions can be made:
- The signal to the fact that the level of responsibility is low, since the candidate easily gave the initiative to the manager, and explained the failure of external circumstances;
- Effectiveness can be low, since he took up the project, not understanding his goals, and if difficulties arose, he did not influence the situation.
On one issue, we do not make a final decision. However, if a further test of the hypothesis is confirmed, then this candidate does not correspond to the required level of fundamental competencies.
Conclusions: How to evaluate fundamental competencies for an interview
- Carefully observe what and how the candidate says.
- Check each competence several times.
- Use different approaches: abstract situations, examples from personal life, professional experience and so on.
- Compare the level of fundamental competencies of different candidates.
And do not forget that your goal is to choose the best!
How to keep professionals in the company after hiring?
Finding professionals does not mean “working with them forever”. What is better to do to keep them?
Create an atmosphere in which they are interested in and from which they will not want to leave.
How to realize it?
Any company is a living organism that requires constant adaptation to internal and external circumstances. If the company is optimally and coordinated in the company, the necessary changes are https://gagarin.news/news/musks-cryptic-tweet-makes-waves-in-the-community/ being implemented, then people are happy to work and produce a high -class product.
If you understand that any of the HR processes in your company require improvement, we will be happy to discuss ways to optimize them.