When American political strategist David Axelrod was in Toronto last month to address a conference sponsored by the Eurasia Group and BMO Financial, he had some advice for politicians, especially those seeking re-election.
As reported by the Toronto Star, he quoted Bill Clinton, who often said that successful campaigns are not about the past, they’re about the future.
Politicians like to claim they are “running on their track record,” but that’s not where the voters’ thoughts are focused. They want to hear what politicians propose to do to make their lives better for the future.
Instead of, “What have you done for me lately?” they are asking, “What will you do for me?”
The promises of political candidates may excite voters, but it’s not a recommended approach when you have a job vacancy to fill.
Like politicians, candidates who you interview will all be enthused to tell you what they would do—if you invite them to do so.
But when looking for the right person to hire, you should be looking for evidence of what they have done. As advocates of Behaviour Description Interviewing say, “Past performance is the best predictor of future performance.”
The way job candidates have collaborated with co-workers, organized their work, dealt with multiple tasks at once and responded to upset customers in previous jobs is likely the way they will work with co-workers, organize themselves, multitask and resolve complaints when they encounter similar situations if hired for your workplace.
Past performance does predict future performance.
Avoid asking questions that begin, “What would you do if …” Doing so is akin to extending an invitation to lie. Candidates will tell you what they think you want to hear, which may not necessarily be what they have done. And they may not offer evidence of their past performance unless prompted to do so.
When reviewing resumes, asking questions during interviews and checking references, seek evidence that candidates have performed as you would want them to perform if hired. If they have performed in a way that is consistent with how you would want your employees to perform, they could be the right person to hire. If they haven’t, you should cast your hiring vote elsewhere.
To collect evidence on which to base you hiring decision, ask candidates to “describe a time when you …” Ask their references for “an example of a time when the candidate did …”
Even then, be alert for the natural tendency in candidates to shift the focus to the future. They will begin to talk about what they “would do” and you will need to remind them that you are seeking examples of past performance.
You want candidates seeking to fill your vacancy to run on their track record.
Leave promises of what they will do to candidates in the political arena. When assessing candidates to fill your vacancies, the focus should be on what they have done.
Writing and asking questions focused on past performance when interviewing, and checking references are important components of Interview Right to Hire Right workshops. Contact Nelson (nmscott@telus.net or phone/text 780-232-3828) to schedule an Interview Right to Hire Right workshop for your leadership team or to learn more.
