Do You Have a Deal Breaker When It Comes to Hiring Your Next Leader?


Selecting the right talent when hiring is crucial for saving time and money. Make your hiring process more interesting by setting a few deal-breakers and make your interviews more interesting by adding an extra twist.

We often associate job interviews with unpleasant experiences. When making a hiring decision, an interviewer evaluates and measures job candidates.

It is necessary to conduct job interviews despite their evil nature. Organizations need to know who they are hiring to make informed decisions. Each potential employee has the potential to become a future leader, so a thorough and rigorous selection process is essential.

Certain types of employees may not be suitable for your team. Selection of your next leader must begin early in the process, so excluding unqualified candidates is critical.

Deal Breakers

It is imperative for leaders to recognize behaviors and competencies that align with the purpose of their organization. Despite their mistakes, the hiring process allows them to detect deal-breaking tendencies early on.

In many intelligent leadership coaching books, it is noted that talent is determined by an individual’s inner and outer core leadership competencies. Three such basic competencies are as follows:

·        Hunger– In order to achieve goals and uphold values, you need motivated leaders.

·        Humility– True leaders place the organization’s interests above their own. In order to build trust. Leaders must understand that selflessness is essential.

·        Emotional intelligence- Emotional control is a skill that high potential employees need to possess since their actions will be influenced by emotions, as well as other people’s emotions.

It will be easier for your future leader to respond to leadership coaching if he or she possesses all three basic competencies. It is a deal breaker if a candidate fails to meet each of these requirements. A potential hire cannot be hired if two of the three competencies are missing.

During an interview, how can you spot deal-breakers?

A failure to arrive on time.

Employees who don’t respect your time are likely to cause you problems and cost you money. It is unacceptable for someone to be late when they do not apologize or acknowledge the situation.

Checking your phone during an interview.

The purpose and values of your organization must be understood by future leaders. It takes their time and effort to make your company more successful. It is not appropriate for this position to hire someone who cannot or will not devote their full attention to your organization during the first contact.

Inadequately or inappropriately dressed.

When you show up to an interview wearing flip-flops and shorts, you demonstrate a lack of respect. It is unlikely that a candidate will respect your organization’s values and purpose if he or she does not respect it.

Talking down on past employers.

It is likely that someone who complains about their former employer will complain about your organization as well. Emotional intelligence is unquestionably lacking in such candidates.

Not being prepared.

Unprepared candidates are not “hungry.” They haven’t printed out their CVs and brought references to their job interview. As a result, they convey a lack of interest in the job. There is no motivation in them.

Identifying the Personality of a Candidate: How Do You Do It?

It is possible to conduct the interview outside of its usual setting. Take the candidates out for a meal or on a shopping trip. Take note of how they interact with the world around them. The way a person interacts with a waiter can often reveal more about their character than a formal interview.

If necessary, use other unconventional tactics. Develop company-specific tests to determine what values matter to your organization. A high value may be placed on loyalty, organization, efficiency, or punctuality. Identify these traits and create a test based on them.

It is imperative to be honest and blunt. Your organization’s values should be demonstrated to candidates in a serious manner. If you are interviewing a prospective candidate, ensure that their answers are honest.

It will save you time and money if you can retain the right talent. Any business coach will tell you this. By modifying your interviews and establishing a well-defined set of deal breakers, you can dramatically improve your recruiting process.

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