Candidate Selection Rule #3 – People are a product of their Past

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It follows that if a person is a product of their past, then you need to know all about them.

Again, this follows from the previous rule, but the common error is to allow your interviewee to select out, and present you with, only those things which they feel are relevant. You are a better judge (hopefully) of what is relevant, so just get them talking about their lives from childhood on.

Find out what their parents’ occupations were, and about how successful the son/daughter feels their parents were. If the candidate is happy with what Mum or Dad did then they are likely to settle for just a little higher than the same level.

Family background becomes relevant in helping you to determine the drive to achieve that which was implanted while that (young) candidate sat cloistered on their Mother’s knee.

Trace their progress through school and college in detail, looking for a pattern and then deal with every job they have had and get comments on how successful they were in each of them.

It is surprising indeed how a pattern of behaviour becomes obvious as you carefully sift the facts of a person’s life.

It is this pattern that you are trying to establish at interview. It is there, and if you listen closely the candidate will tell you all you need to know.

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