Talent Leader

Let your team do the closing. CEO of The Predictive Index Mike Zani paints the candidate a picture of what it’s like to work with a world-class workforce and a team of people that you truly want to work alongside on a day-to-day basis.

You want to convey that out of all the other job offers this candidate was presented, that yours is the best. The key to doing that is remembering that the decision is not solely made by them. Vinayak Renade, Founder and CEO of Drafted, suggests putting yourself in the candidate’s shoes.

Can your candidate stand the heat? Being able to take in and absorb feedback can be critical when evaluating sales candidates. Matthew Bellows, CEO of Yesware, says coachability is a key trait in sales candidates.

Talking about the mistakes they’ve made in the past isn’t exactly an ideal interview situation for a candidate, but that doesn’t mean it shouldn’t be brought up. See if they are completely comfortable talking about a mistake, owning it, and learning from it. Drew Fortin, VP of Sales and Marketing at The Predictive Index explains. 

When interviewing a candidate, you might be a bit hesitant to ask any sort of personal questions. But what these personal questions can reveal about a candidate can actually say a lot about their future behaviors in the workplace. Erica Seidel, founder of The Connective Good, finds that asking these questions can be a turning…

Can something as simple as filling an ice tray make or break a candidate? Neal Fay, GM at Finish Line Staffing, shares how. 

Ever hear of Sodium Pentothal? It’s also known as truth serum. Brian Corey, sales consultant guru, “injects” it into his interview process to get a better understanding of how former colleagues would best describe a candidate.

Candidate outreach can’t solely be left to the recruiter and hiring manager. Chrissy Costello, Director of Talent Acquisition at Buildium, looks to line managers to make contact right off the bat.

Dr. Matt Poepsel, VP of Product at The Predictive Index, asks his candidates about their career path. An unclear career trajectory and lack of alternative plans, aside from your company, are red flags in Matt’s eyes. 

You have that ideal candidate in your head—a checklist of must-haves, skills, experience, education. But being fixated on checking these items off your list can cause you to miss out on top talent. Tracie Sponenberg, SVP of Human Resources at The Granite Group , talks about the importance of taking your time with candidates and not conforming…

Several months back, we did an extensive survey on hiring of 750+ people at 575+ companies to get their insights on recruiting and hiring people for their organizations. If we were to boil the results down into a single, simple headline, here’s what it would be: “We really suck at hiring.”

Think about this: When you interview a candidate for a position, a primary input in the decision-making process (the resume) is provided by the candidate. While the resume certainly gives you an overview of experience, education, and skills, it’s still information that’s curated by the candidate. This is equivalent to a used car salesperson handing…

For too long hiring managers have relied on gut feel to assess candidates for a job. They’ve relied on what they believe to be tried and true methods for predicting a candidate’s success only to be met with mixed results. A resume is great but it only tells part of the story. Relying on factors…