Welcome to Embers and Wind!

Guest Bob Lewis talks about how he teaches leaders to utilize behavioral interviewing to help them hire and retain top talent: “I tell people that you can have measurable stuff in behavioral just as skill. But you really have to have strong data to support those behaviors. Just like the question of ‘Are you a good listener?’ how can you tell? The predictive answer is that a good listener talks about other people. A non-predictive answer which is kind of a term that they said they talked about themselves. In that answer, I didn’t get a measurement that they have communication skills. But if I give them a predictive answer, meaning that they have the answer to that question meaning they talked about other folks, then I’m going to ask them several questions around communication. I’m just not going to ask one in isolation. I actually usually ask five questions for communication, and they have to get 3 out of the 5 right to say ‘You know what, I think they’re a good communicator.’ All too often, we ask one question, and then we go around the table and they say ‘Who did you like?’ And they hire that person on who they liked and not the actual data from the interview.”

In this episode, Bob Lewis shares many tips leaders can utilize to both hire and retain talent. He notes past behavior is the best predictor of future behavior. He encourages leaders to ask their top performers how they would answer a question they intend to utilize in their job interviews and then compare candidates’ answers with top performers'. He draws a distinction between behavioral interviewing and selection and talent interviewing and shares how he utilizes both to hire and retain talent. He shares how he utilizes the data from the job interviews of new employees to give to new employees in the first 30-seconds as a written document and in the verbal overview he subsequently provides. He talks about strengths and StrengthsFinder from Gallup and how much he values what he learned from StrengthsFinder. He states, based upon his own experience, that people can significantly build their strengths while make only minimal improvement on their gaps. He talks about how he utilizes data from new employees’ job interviews to set goals that build on their strengths and manage the gaps they want to manage. He shares inspiring stories from his work that illustrate how he utilizes the ideas he shares. He notes that he sees his leadership role as being a guide to employee success which facilitates employee learning and engagement. He notes that he utilizes Neuro-linguistic Programming and all three learning styles (visual, auditory, and kinesthetic) in his work.He shares the importance of utilizing the learning style of each employee he leads and being respectful of them and what they say they prefer. He shares as an example that some employees like being praised in front of others while others prefer a private setting. He talks about stay interviews, why some of your top talent stays, and how a leader can learn from them.

Bob Lewis’s company website is the website for this episode. To connect with Bob on LinkedIn, he invites you to click on this link to his LinkedIn profile: https://www.linkedin.com/in/bob-lewis-ms-phr-7a52a45/ He offers his email address: [email protected] and his phone number, 512-740-0889 as other ways to connect with him. To learn from Bob, he invites you to ask him questions by phone, text message, or email. 

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