Techniques you can use to identify the talent that would be best suited for the job you want to fill? Please share an example for each idea.
Hiring the right person isn’t just about filling a seat—it’s about finding someone who will contribute, grow, and stay. That requires more than just scanning a resume. Here are five techniques I rely on to identify the best talent for the role—and a few red flags that signal it’s time to move on.
- Thorough Resume Review
- I read each resume carefully, looking for red flags like large, unexplained gaps in employment or frequent job-hopping without clear progression.
- Example: If a candidate has a two-year employment gap with no explanation, I ask about it early in the screening process. It’s not necessarily disqualifying—but I want to hear a clear, honest reason.
- Initial Phone Screening
- A brief phone interview helps surface any early mismatches in expectations or priorities—before either party invests too much time.
- Example: I’ll ask questions like, “Describe your ideal work environment,” or “What are your salary expectations?” If their answers reveal they’re looking for something my team simply doesn’t offer, we can part ways professionally and early.
- Behavioral Profiling Tools
- I use tools like the DISC Behavioral Assessment to understand a candidate’s natural communication and work style, and how that aligns with the team and the role.
- Example: If I’m hiring for a customer-facing role, and the DISC shows a candidate scores low on interpersonal adaptability, we’ll dig deeper into whether the role is a good fit—or how they’ve adapted in past jobs.
- Behavioral Interview Questions
- I rely heavily on behavioral questions to assess problem-solving, initiative, and emotional intelligence.
- Example: “Tell me about a time you dealt with a difficult customer. What steps did you take to improve the relationship?” Their answer tells me far more than a generic claim like “I’m great with people.”
- In-Person or Video Interview
- The final interview—whether face-to-face or via Zoom—lets me assess professionalism, presence, and communication skills. It also gives the candidate a feel for the company culture.
- Example: One candidate impressed on paper and by phone, but on Zoom they were unprepared and disinterested. That changed my perspective and ultimately my decision.
Red Flags That Warn Me Away from a Candidate:
- Inconsistencies between what’s said in conversation and what’s written on the resume.
- Unexplained employment gaps or a pattern of short stints without clear progression.
- Lack of quality references or vague responses when asked for them.
- Misrepresenting skills or experience, especially when the role requires specific capabilities.
Hiring well takes time, but it’s always worth the investment. A strong process helps ensure you’re not just hiring talent—you’re hiring the right fit.