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The Value of Evidence-Based Recruiting with Atta Tarki
Atta Tarki is the CEO of ECA Partners, where he leads the Private Equity and Venture Capital practice that supports high growth companies with filling C-level positions. His primary focus is on CEO, COO, President, CFO, and Chief Strategy Officer roles. He regularly contributes to Harvard Business Review and Forbes and has just released a new book, Evidence Based Recruiting: How to Build a Company of Star Performers through Systematic and Repeatable Hiring Practices.
LEADERSHIP INSIGHTS
- Ask clarifying questions. Especially in interviewing candidates, be sure you understand what they meant.
- In preparation for a clarifying question, asking a softening statement like, “I want to make sure I understood you correctly,” “I want to make sure I’m not misrepresenting what you’re saying,” or “could we cover that again?”
- There are two types of clarifying questions: “what” questions (e.g. “can you describe that for me again?”) and “why” questions (e.g. “what led you to make that decision?” “Why did you feel so strongly about that?”)
- One question to ask when hiring is “what does good look like in this role?” This helps you to know what to expect after a year of someone filling that position.
- Have a structured interview process—start with the question, “What does good look like?” then define the skills you want and the methods you’ll use to evaluate those skills in the interview process.
- One common pitfall is trying to predict the quality of a candidate without using data. It can be too easy to value the anecdotal evidence and ignore the hard data.
- When it comes to a multiple interview process, hold you own opinions to yourself during the process.
QUESTIONS TO INSPIRE US TO ACTION
- What is some lesson, saying, or experience that continues to influence your leadership to this day? Hire well, manage little.
- Use three descriptors to finish this sentence: “A leader is…” Kind, impactful, and a visionary.
- What is a question that leaders should be asking either themselves or others? What could I have done better?
- What book would you recommend to leaders? Thinking, Fast and Slow by Daniel Kahneman
- If you could get every listener to start doing something THIS week to help them be a better leader, what would it be? Ask people for feedback on what you could have done better in various scenarios.
- As a general life principle, is it better to ask “why?” or “why not?” “Why not?” because I’m always finding ways how things can work rather than how or why they can’t.
Website:
https://www.eca-partners.com/
Contact:
Find Atta and ECA Partners on social media:
Twitter: https://twitter.com/AttaTarki (@AttaTarki)
Twitter: https://twitter.com/ECA_Partners (@ECA_Partners)
LinkedIn:https://www.linkedin.com/in/attatarki/ ( in/AttaTarki)
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By Josh Friedeman
4.9
4242 ratings
Atta Tarki is the CEO of ECA Partners, where he leads the Private Equity and Venture Capital practice that supports high growth companies with filling C-level positions. His primary focus is on CEO, COO, President, CFO, and Chief Strategy Officer roles. He regularly contributes to Harvard Business Review and Forbes and has just released a new book, Evidence Based Recruiting: How to Build a Company of Star Performers through Systematic and Repeatable Hiring Practices.
LEADERSHIP INSIGHTS
- Ask clarifying questions. Especially in interviewing candidates, be sure you understand what they meant.
- In preparation for a clarifying question, asking a softening statement like, “I want to make sure I understood you correctly,” “I want to make sure I’m not misrepresenting what you’re saying,” or “could we cover that again?”
- There are two types of clarifying questions: “what” questions (e.g. “can you describe that for me again?”) and “why” questions (e.g. “what led you to make that decision?” “Why did you feel so strongly about that?”)
- One question to ask when hiring is “what does good look like in this role?” This helps you to know what to expect after a year of someone filling that position.
- Have a structured interview process—start with the question, “What does good look like?” then define the skills you want and the methods you’ll use to evaluate those skills in the interview process.
- One common pitfall is trying to predict the quality of a candidate without using data. It can be too easy to value the anecdotal evidence and ignore the hard data.
- When it comes to a multiple interview process, hold you own opinions to yourself during the process.
QUESTIONS TO INSPIRE US TO ACTION
- What is some lesson, saying, or experience that continues to influence your leadership to this day? Hire well, manage little.
- Use three descriptors to finish this sentence: “A leader is…” Kind, impactful, and a visionary.
- What is a question that leaders should be asking either themselves or others? What could I have done better?
- What book would you recommend to leaders? Thinking, Fast and Slow by Daniel Kahneman
- If you could get every listener to start doing something THIS week to help them be a better leader, what would it be? Ask people for feedback on what you could have done better in various scenarios.
- As a general life principle, is it better to ask “why?” or “why not?” “Why not?” because I’m always finding ways how things can work rather than how or why they can’t.
Website:
https://www.eca-partners.com/
Contact:
Find Atta and ECA Partners on social media:
Twitter: https://twitter.com/AttaTarki (@AttaTarki)
Twitter: https://twitter.com/ECA_Partners (@ECA_Partners)
LinkedIn:https://www.linkedin.com/in/attatarki/ ( in/AttaTarki)