Hiring For Attitude

1 Sep

Last week I had lunch with an entrepreneur who is on his seventh company and he hopes that he has finally gotten it right. After hearing his description of the workplace, my first question was: How do you hire people?  The answer was stunning: “We all do it”.  How?

It started during their weekly all-employee meeting.  The owner noted that a recently fired person never really “fit” and asked “Did anyone suspect this would happen even when she was first hired?”  Everyone said yes. So they discussed all lost employees from past years and, “Surprise!” There were no surprises. They all intuitively knew the outcomes from the beginning.”

They now begin their hiring process with resumes and applications.  Then a group (about 4) of the future employee’s co-workers decide whom to interview.  In the first 5 seconds of each face-to-face one-on-one interview, relying solely on intuition, each employee assigns the candidate a Green, Yellow or Red light.  A rating system of 1 – 5 is used to register candidate suitability for skills and other factors.  If a candidate receives a Red light or low numbers, they will not be invited to return for a second round of interviews.  All who pass the first round with high numbers are invited to return for interviews with 12 additional employees from throughout the company.  Assuming no Red lights, the final decision is made by numbers and employee consensus.

They have been using this system for three years and have made no bad hires.  He describes his workforce as superb.

What you think?  Please comment.

2 Responses to “Hiring For Attitude”

  1. Margie Harvey September 1, 2010 at 10:15 am #

    Sounds like a great 360 interview process. My only caution was when I read the word “intuition” rating. I’m sure they are doing this, but they would need to back up that rating with bahavioral-based questions related to the job, that would substantiate that “intuition” rating.

  2. Scott September 1, 2010 at 7:01 pm #

    I like it. The result is a capabilities and culture fit. I imagine when you get that many employees invested in the process, they will help the individual succeed in the job. The trust created between employer and employee through this process is a great byproduct.

    I’m curious whether the employer follows up when a red light is given. It doesn’t sound like it’s the case here, but intuition could be used as a subterfuge for discrimination.

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