When I worked at NCR Corporation, we had a great system for interviewing potential team members. It was called “Targeted Selection” and was based on the premise that future behavior is best predicted by past behavior.
Before the position was posted, we identified the 4 to 5 most important characteristics that identified a successful team member. Examples include:
- Programming skills in (XYZ Languages)
- Ability to Learn
- Relational Skills
- Expertise in Accounting
- Leadership Skills
- Passion or Zeal
- Attention to Detail
You get the picture. They are all important characteristics, but we prioritized the most important ones based on the specific position. During the interview process, we formed and targeted our questions to uncover the strength of each characteristic we had selected.
For example, if we were looking for Attention to Detail:
- Do you tend to notice typographical and grammar mistakes in published articles?
- Are you more or less likely to find someones lost keys than your peers?
- Give me an example of details you notice in a project that others tend to miss.
- How many times do you open an email attachment (to make sure it is the right one) before sending?
Can you clearly articulate and prioritize the characteristics of the person you are looking for?
Tomorrow, I will talk about selecting the interviewing team.
Thanks for listening.