Build the Right Team Through Strategic Interviewing

In a charming town in Southern Ontario, my friend Marianne owns a home décor boutique known for its unique handcrafted products.

For Marianne, the success of her business is more than selling beautiful items. She firmly believes that a business truly thrives when its team is more than just employees, when each individual genuinely embodies its core values.

This belief held a particular importance for Marianne a few months ago when she was looking for a social media manager. She wasn’t merely seeking someone who was only proficient at social media. She was also on the lookout for a candidate who would resonate with and amplify her boutique’s values.

However, her journey wasn’t smooth.

After pouring over numerous resumes and conducting back-to-back interviews, she confided in me that she was struggling to find the right match. The standard interview questions weren't bringing out the information she needed.

She kept asking questions like 'Can you handle our social media platforms?' or 'How proficient are you with SEO?' These questions didn’t evaluate the candidate’s skills in any detail, and they certainly didn’t tell her much about the candidates’ values and how they react in real-world situations.

Recognizing the issue, Marianne pivoted. She introduced behavioural questions, to assess the candidate’s skills and their alignment with her company's core values – teamwork, customer focus, and initiative.

For example, she asked one candidate, “Can you recall a time when your team faced a significant challenge, and how did you address it?” The candidate answered by bragging about how he single-handedly fixed the issue, entirely missing the point about teamwork.

To another, she posed, “Describe a situation where you dealt with an unsatisfied customer.” Instead of illustrating a proactive resolution, the candidate replied, “I deferred it to my supervisor,” indicating a lack of initiative when managing customer concerns.

While these answers weren’t what Marianne hoped for, they got to the heart of the issue - if the candidates could do the job, and if their values matched hers.

Finally, after numerous interviews that didn’t quite hit the mark, Marianne eventually encountered a candidate who stood out from the rest. This candidate didn't only have a solid understanding of her craft, she also embodied the company's values.

During her interview, the candidate thoughtfully recounted instances where she worked harmoniously with her team to execute a successful social media campaign. She also discussed how she handled negative comments with empathy and tact, effectively turning a disgruntled customer into a brand advocate.

Her responses to these questions provided Marianne with insights into his problem-solving abilities, leadership skills, and most importantly, his alignment with the business’ values.

Navigating through the process took patience, but Marianne deeply recognized the value of behavioural interview questions. They allowed her to understand the true nature of the candidates, beyond just their technical skills.

So, as a challenge this week, I invite you to analyze the types of interview questions that you ask candidates. Do they focus on skills only? Or do the questions align with your company’s values?

Remember, the hiring process isn't just about filling a vacant role; it's about inviting a new member into your business family. Behavioural questions - those that address both skill and values - is key to finding the right fit.

Best wishes, Lauren

P.S. The task of pinpointing the ideal match for your company's distinctive culture may appear daunting, but with a well-laid plan, it's entirely within reach. To support businesses, we provide free 30-minute consultations. Please don't hesitate to reach out. We're here to help.