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Pre-vetting Candidates Before the Interview with Payman Taei of Visme
Over the past few years talent has been scarce. And when talent is scarce, fear leads hiring decisions. We don't want to lose (what we perceive to be) “good people”, so we shortcut the interview process.
Here's the thing, our perceptions are often wrong. Our gut is often wrong. And it is wrong because the data we input is either assumed or circumstantial. Resulting in marginal hiring that hurts your business.
So, what if every person that you hired thrived in your company? What would be the ROI if you operated at a hiring success rate over the 90th percentile? It would be pretty f-ing amazing, right?
A crucial part of why we get hiring wrong too often is that we don't invest the time to adequately vet people before we bring them in for an interview. This starts with your first call (phone screen). We miss the opportunity to gather true data as to whether a person is positioned well for the organization and their level of performance.
That's right, positioning and performance. The most crucial data that help you understand alignment before wasting anyone’s time in a formal interview process.
Evidence that is not present on a resume.
Guest Bio:
Payman Taei is the Founder of Visme, an all-in-one visual communication platform, and Co-Founder of Respona the link-building for SaaS and Agencies to improve google rankings.
Payman is an avid technologist who loves new trends and tries to keep up with the ever-evolving internet. His background in Biology has led him to truly believe in the art of evolution. Everything changes in time. You either follow or create new trends or you will be left behind.
TODAY WE DISCUSS:
- The challenges in today's pre-vetting of talent
HIRING STORY:
- Hired a marketing person, a person who was known. Went on a whim and made the hire without involving
PROBLEM:
- Pre-vetting people before they come in for an interview
Challenge?
- 100’s of resumes. More does not mean better
Why is this important to the company?
- Made some bad hires
Rick’s Nuggets:
- Judgement should not be made on a resume but on the phone screen/Discovery Call.
- Great resumes don't equal great people
How do we solve the problem?
- Pick the needle from the haystack
- The application itself
- Personality & brief technical experience
- Projects, role on projects
- Yes- move into reference check
Rick’s Nuggets:
- Operate from a position of abundance
- Positioning
- Does the person have a good reason to make a move
- High performers become passionate about what they have done
Key Takeaways that the Audience can plug into their business today! (Value):
- Eliminate the noise
Guest Links:
- LinkedIn: https://www.linkedin.com/in/paymantaei/
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Show Sponsor:
- www.stridesearch.com
View all episodes
By Rick Girard
4.7
3838 ratings
Over the past few years talent has been scarce. And when talent is scarce, fear leads hiring decisions. We don't want to lose (what we perceive to be) “good people”, so we shortcut the interview process.
Here's the thing, our perceptions are often wrong. Our gut is often wrong. And it is wrong because the data we input is either assumed or circumstantial. Resulting in marginal hiring that hurts your business.
So, what if every person that you hired thrived in your company? What would be the ROI if you operated at a hiring success rate over the 90th percentile? It would be pretty f-ing amazing, right?
A crucial part of why we get hiring wrong too often is that we don't invest the time to adequately vet people before we bring them in for an interview. This starts with your first call (phone screen). We miss the opportunity to gather true data as to whether a person is positioned well for the organization and their level of performance.
That's right, positioning and performance. The most crucial data that help you understand alignment before wasting anyone’s time in a formal interview process.
Evidence that is not present on a resume.
Guest Bio:
Payman Taei is the Founder of Visme, an all-in-one visual communication platform, and Co-Founder of Respona the link-building for SaaS and Agencies to improve google rankings.
Payman is an avid technologist who loves new trends and tries to keep up with the ever-evolving internet. His background in Biology has led him to truly believe in the art of evolution. Everything changes in time. You either follow or create new trends or you will be left behind.
TODAY WE DISCUSS:
- The challenges in today's pre-vetting of talent
HIRING STORY:
- Hired a marketing person, a person who was known. Went on a whim and made the hire without involving
PROBLEM:
- Pre-vetting people before they come in for an interview
Challenge?
- 100’s of resumes. More does not mean better
Why is this important to the company?
- Made some bad hires
Rick’s Nuggets:
- Judgement should not be made on a resume but on the phone screen/Discovery Call.
- Great resumes don't equal great people
How do we solve the problem?
- Pick the needle from the haystack
- The application itself
- Personality & brief technical experience
- Projects, role on projects
- Yes- move into reference check
Rick’s Nuggets:
- Operate from a position of abundance
- Positioning
- Does the person have a good reason to make a move
- High performers become passionate about what they have done
Key Takeaways that the Audience can plug into their business today! (Value):
- Eliminate the noise
Guest Links:
- LinkedIn: https://www.linkedin.com/in/paymantaei/
Host Links:
- LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Show Sponsor:
- www.stridesearch.com