The Best Fit #3: It's A Two Way Street

Here's post #3 to help you interview and ultimately hire candidates that best fit your organization

Leadership Tip: Hiring—Fit is a Two-Way Street

Hiring Managers tend to go through an interview process with a laser focus on determining if a candidate fits their organization. That's a one-way street. I want you to consider hiring as a two-way street—does the organization also fit the candidate? During an interview, I often hold out both hands and bring them together with my fingers interlocking. I'll say, "Here's you (referring to my right hand), and here's Sandals Church (referring to my left hand), and what we're all trying to figure out is—do you fit with us and do we fit with you." You see, hiring is a two-way street. Here are a few things I do to help candidates determine if we, the hiring organization, are a great fit for them:

1. At the beginning of the interview, I let potential hires know that I've carved out time for them to ask me anything about the role, the organization, where we are heading, etc. I want them to ask questions that will help them understand what it's like to work at Sandals Church. I do my best to help them feel safe to ask whatever's on their mind.

2. If I pick up on a particular sore spot, condition with their work environment, or wound created by a previous employer, I will proactively speak to that issue directly. For example, if they talk about how much they disliked the amount of change at their last job, I will speak to the frequency and desire we have for change.

3. I encourage every hiring manager to utilize one or two personality assessments to facilitate conversations with candidates about how the organization's culture aligns with their personality. We use the Enneagram personality assessment to better understand what motivates people. As I look at the individual's results, I will advise them of our values as an organization that may be challenging for their personality style. This approach helps create a dialogue that allows candidates to determine if we are a fit for them.

You're trying to avoid hiring someone who turns over because they realized your company/church was not a fit for them.

As you head into a hiring season, I hope this post helps you think about "fit" a little differently. Do your best to help candidates understand your values, culture, and what it's like to work in your organization. If you do, you will reduce turnover, increase efficiency, and improve staff engagement.

If you have a question send me an email.

Happy Hiring!