Hiring is the most unforgiving of leadership tasks. All managers have experienced falling in love with a candidate in the interview only to discover weeks or months later that the person lacked the skills, the work ethic, or the personal characteristics that comprise “fit.” This Quick Take Package includes five research-based micro-videos will help managers get it right next time. They’ll learn: 1) why, despite good intentions, managers often set unrealistic expectations in interviews; 2) interviewing techniques to smoke out weak candidates; 3) how to control their own emotions and biases when interviewing; and 4) a unique and field-proven approach to conducting reference checks.
The videos included in this package are:
The Psychological Contract: Why New Hires Don’t Stick Around
You hired Jerry 18 months ago. He lacked experience but turned out to be a quick study and a hard worker, so you gave him a nice salary bump in year two. Now Jerry’s in your office, telling you he’s moving on. He likes the company. He likes you. But this other opportunity came up. You feel betrayed. In this Quick Take, you will learn why expectations between employers and new hires are often misaligned, a concept known as the “psychological contract” – and how it governs the way an employee thinks about your organization, and how to create clarity and alignment so that expectations on both sides are met.
Hiring for Grit
He looked so good on paper. But a year later he hasn’t lived up to his potential. Yes, he’s smart and talented. But when he encounters obstacles, he throws up his hands. In this Quick Take, you will learn why talent, credentials and past accomplishments don’t always predict on-the-job success; two key indicators you should look for in every job candidate’s resume or work history; and a hiring approach that can help identify candidates with the grit to get the job done.
Situational Interviews: How They Can Improve Your Hiring Decisions
Have you ever hired someone who seemed like a star in the interview but ended up being a dud on the job? If so, you’re not alone. According to multiple research studies, traditional interview questions often fail to reveal whether a candidate will succeed in your organization. But a recent study found one type of question that is especially predictive of an employee’s future success. In this Quick Take you will learn what a major study of job interviews discovered about why traditional interview questions so often fail to predict future performance, why “situational interview” questions far outperformed all others in the study, and how to create and use these questions, based on the specific job you need to fill.
Overcoming Confirmation Bias in Hiring
Multiple studies show that hiring interviews are poor predictors of job performance. Candidates who seem like a perfect fit in the interview turn out to be all wrong for the job, and later we wonder how we could have missed the obvious warning signs. In this Quick Take, you will learn how the psychological phenomenon known as “confirmation bias” can influence hiring decisions, a simple technique that counters confirmation bias, and how to apply this technique in hiring interviews.
Reference Checks: How to Get Feedback that Predicts Future Performance
Managers check references for many reasons. But the most critical goal is to ferret out information that will accurately predict how a candidate will perform if hired. In this Quick Take you will learn the often-overlooked goal of a successful reference check, what researchers say is one of the biggest obstacles to getting truthful answers and why the way you phrase questions is the key to getting the information you need to make an informed hiring decision.
This package includesFor each of the Micro-Training videos, you'll also get:
Prove that the learner(s) understand the concept and increase knowledge retention.Discussion Guide
Facilitate a discussion, connecting the concept to your unique challenges.Summary Sheet
Revisit the concept as follow-up or in the moment-of-need.
How do you use this?Multi-video packages are for companies that want to take a deep dive into a single skill area. Each package contains several carefully chosen videos that create an extended learning path. Devoting two to three months to exploring a topic from multiple angles results in more sustained engagement in training, better knowledge retention, and more effective deployment on the job. To kick start Micro-Meetings
Micro-training makes it easy for managers to facilitate meetings where teams develop shared vocabulary and benefit from peer learning.To kick start one-on-one coaching
Micro-training is extremely tactical and it’s a great tool to help managers frame very specific, skill-based coaching interactions.As self-directed learning
Micro-videos are a solution to a specific skill challenge. For example: “How to handle an employee who has a bad attitude,” or “How to handle a price objection.” You have a question. You find the right micro-video. You watch it on your own. You deploy the skill on the job.