The harder it is to find and hire the talent you need, the more critical…
By John Borrowman, CPC
Borrowman Baker, LLC, BV Staffing + Consulting
Good talent is hard to find, so you want to do what you can to keep the talent you have. You can make that easier if you can hire smarter to start. Motivation and fit are two variables that you can measure more effectively.
It’s natural that you want to understand the motivation for your candidate’s move. Your questions might refer to “leaving where you are,” “making a job change,” or language that assumes your candidate has decided to leave. Obviously, you think, they wouldn’t be talking to you if they hadn’t. At best you’ll hear a practiced explanation. At worst, hemming and hawing.
Ask, instead, how they came to be a candidate:
What is happening for you, personally or professionally, that puts you in the frame of mind to even think about making a move?
You will hear a more reflective and candid answer (if you don’t, time to end the interview) that will let you pivot to questions about what your candidate has done to remedy or mitigate the conditions. You will also get a clearer picture of whether your candidate is a fit for the culture and operations of your practice.
You can also test that fit with the Borrowman Baker BV Candidate Assessment. It’s the only talent analytics customized to the BV profession. It helps you interview better and hire smarter by uncovering issues now that could be problems after start date.
You can get more details here.