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Now that’s an interesting question. And it begs two more questions:
Why should you be concerned about your willingness? Aren’t we focused here on the applicant and what he or she can bring to the table?
Both very good questions. And yes, ordinarily we are interested in the skills and qualities of the prospective employee.
But let’s say someone shows up to work for you and they have a great résumé. Their skill set is ideal for the position. But during the interview, they say something that rubs you the wrong way. You get a bit miffed, maybe even offended.
For some of us making hiring decisions, that’s the end of that potential employee. And that may be a good decision. You certainly don’t want to get started with someone you don’t think you can get along with.
But let’s look at this example a bit more. What if the bothersome thing that was said (or done) was simply a misunderstanding? What if your applicant had no intention whatsoever to offend you?
If your willingness is high, then instead of getting offended (or staying offended) you keep moving through the hiring process. You can, and most likely should, take up the point that caused an upset for you and see how it was intended. It could clear up right then and there.
But, for some, they might not be willing to do this. Applicant says/does something they disapprove of, applicant goes home. And that applicant may have been a real gem had they been given the chance.
All I’m really saying here is this: your willingness can be a factor in the hiring process. Keep it as high as you can and you’ll have a better shot at hiring great staff.
To see how our employee test can help you bring better people on board watch this three minute video.
If you have ever interviewed someone and later discovered a "different" person is working for you, check out our new book How To Hire The Right People.