If you were one of the 300 or so individuals at my session on reducing turnover at CALA you know that one of the topics we had the most fun with was Technique #3: Hire Better. If you’re hiring this guy, thinking “He’ll clean up OK and I’m sure his heart is in the right place,” you’re setting yourself up. You’ll lose him, and likely some of your good staff (and clients) along with him.
As the group shared techniques to hire better one of the most fun ideas we explored was the “stress interview.” I have to admit I didn’t even know this was a real interview technique, or as my kids would say, “it’s a thing.” In fact, it’s apparently “the job candidate’s worse nightmare,” according to Monster.com. It is designed to put candidates in an uncomfortable situation and see how they react, with the level of discomfort apparently varying widely, possibly depending on how sadistic the interviewer is.
Personally, while I like putting a candidate at ease so I can better see his/her real self, I do think there’s something to be said about seeing how individuals react in an uncomfortable situation. Here were some suggestions we discussed, which may have merit – you decide:
- Tour your candidates through a memory care unit or some other client setting that may make people uncomfortable. See how they react and how they respond to the clients and the setting
- Direct your candidates, preferably in a small candidate group, into a meeting room that isn’t set up for a group. See who steps up as a leader and starts tidying up the room or suggesting leadership skills.
- Spill a drop or two of water – inadvertently – on a candidate and see how they respond.
You get the picture. The ideas could get out there, and are certainly interesting! What works for you? What have you tried? How do YOU move the “hire better” bar?