Why competency-based hiring is a bad idea:
For many years as an entrepreneur, my hiring practice was to look at the interviewee’s resume, e.g., education, work history, and accomplishments.
I would ask many “what” questions and focus on the “things” and results on their resume.
I would ask many “what” questions and focus on the “things” and results on their resume.
Then I would hire the person based on their competency-focused interview.
Meaning the number one thing I was looking for was competency.
Doesn’t seem like a bad system, does it?
I didn’t think so until…
Meaning the number one thing I was looking for was competency.
Doesn’t seem like a bad system, does it?
I didn’t think so until…
I was often kicking myself later when I needed to fire them for personal character issues.
It is a bad system because competency doesn’t tell the whole story.
Their ability to do the job did not reveal their character.
It is a bad system because competency doesn’t tell the whole story.
Their ability to do the job did not reveal their character.
In those days, I failed because I didn’t uncover the character of the person I was hiring.
When I look back over my life, I found in school, at college, and even when I attended industry training on hiring, they all modeled, focused, and tested you on your level of competence.
When I look back over my life, I found in school, at college, and even when I attended industry training on hiring, they all modeled, focused, and tested you on your level of competence.
It’s a good place to start, but it’s a terrible place to end.
It didn’t cross my mind until much later because I kept repeatedly losing people for the same positions.
It didn’t cross my mind until much later because I kept repeatedly losing people for the same positions.
I hadn’t thought to consider someone’s character when hiring them 🤦‍♂️
Finally, after many years of failing with my hiring, I changed my approach.
Finally, after many years of failing with my hiring, I changed my approach.
I learned to focus on the competency and character of the person.
When people would come in for an interview, I lay their resume down next to my chair and never looked at it again.
The first part of the interview is relationship-building and discussion.
When people would come in for an interview, I lay their resume down next to my chair and never looked at it again.
The first part of the interview is relationship-building and discussion.
Then I move on to high-quality discovery questions.
I ask…
1. Where they grew up.
I ask…
1. Where they grew up.
2. Who was their favorite teacher or coach (and why.)
3. Who was their least favorite teacher or coach (and why.)
4. About their past bosses and current boss.
5. Follow-up questions about “how” these teachers, coaches, and bosses impacted their life.
6. About past decisions in the workplace and follow up with “how” did they make that decision and “how” did that decision impact the people and organization.
After asking questions and listening, I thank them and leave them feeling good about the interview.
Frequently, they will comment that it was the best interview they had gone through.
Why do I ask these questions in the way that I ask them?
Frequently, they will comment that it was the best interview they had gone through.
Why do I ask these questions in the way that I ask them?
1. The “why and how” questions can uncover mindsets and behaviors that validate whether the person is right or wrong to join your team.
2. When the interviewee answers this type of question about their favorite and least favorite teacher/coach/boss, they are sharing behaviors they want to model or not model – character qualities.
3. The “why and how” questions can uncover the potential employee's character and competence.
Since I made this change, I’ve retained all of my employees better because I only hire a person that’s a perfect fit.
Through much pain, I’ve learned you can learn everything you need to know about their competence and character with the right questions.
Through much pain, I’ve learned you can learn everything you need to know about their competence and character with the right questions.
Summary:
Ask questions that get to who the person is.
Don’t focus on competency alone; that’s not enough.
Competency + Character = Perfect hire
Ask questions that get to who the person is.
Don’t focus on competency alone; that’s not enough.
Competency + Character = Perfect hire
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If you enjoy this content, follow me @litwin_sonia for more!
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