Just Ask...

​Just Ask…
Today’s question came from a client who is hiring a new leader.  They asked…should we include staff members in the interview process, and if so, what is the best way to do this?
After you’ve narrowed your search to the most qualified candidates, it is time to select the right person for the role.
Involving staff in the interview process can have benefits if it is done thoughtfully.  This is especially beneficial for organizations that prioritize teamwork and comradery. Benefits include building consensus, seeking insight from different managers within the organization, and creating buy-in. It can also help identify red flags early on in the process and ensure you are making a good hiring decision.
Begin your search by creating a concise list of key characteristics you want the candidate to possess. For instance, the type of industry experience, leadership qualities, and personality type you want your ideal candidate to possess and write them down. Example: self-starter, effective multi tasker, effective working across all departmental teams, effective supervisory skills.
Then draft questions that will allow the candidate to describe their experiences and aptitude in these key areas. Their responses can be rated on a scale 1 to 5 (1 weakest to 5 strongest) after the interview process. Candidates with satisfactory ratings (say 3.5+ should proceed to the next level.)
Things to consider

• Begin with preliminary interviews by the Human Resources department to narrow your search.
• Once screened by HR, the candidate should interview with the person who will be their immediate supervisor. 
• Next, you are ready to bring in others from the organization. Share the job description, candidate’s resume, and the list of key characteristics you are seeking with everyone who will interview the candidate.  Discuss the interview format (individual or group) and make a plan as to how it will work.
• If using a group interview format, let the candidate know in advance. Even the most seasoned leaders can be thrown off their “A game” if they anticipate a one-on-one conversation but instead meet five to six team members.
• Regroup after the interview. You’ve already demonstrated that you care about your staff’s opinions by involving them in this process. So, be sure to regroup and hear their opinions and insights.
• Many organizations also evaluate fit. Yes, it’s a subjective, but it’s important to make sure your candidate isn’t only strong on paper, but will also embrace your organization’s culture and is someone your employees will want to work with in this role.