Take the GLADIATOR out of Hiring

By: Tiffany Grosskreutz


We’ve all been there as a hiring team. The candidate leaves the room after the interview, and everyone is looking around at each other with the same expression: “So… what do you think?” Since no one wants to be the first to talk, the quickest way to check the temperature of the room is to give a quick thumbs up or thumbs down – essentially saving the candidate’s life or sentencing them to death like they did to Gladiators in Ancient Rome. Okay, maybe it’s not that dramatic, but it is a colossal decision nonetheless.

Sitting in that interview room, you may ask yourself: how do I know this person is “the one” in such a short time? You’ve probably heard the term “warm fuzzies” or “go with your gut.” I will tell you this right now, don’t fall for it! If you don’t have a clear recruiting process or some type of objective measurement system, you will be sure to bring about battles down the road.

 To give added strength to your hiring process, check out these three things you can incorporate today to ensure your hires are the ones with the most staying power.

  1. Take your time. Okay yes, I know everyone is preaching to “act fast because it’s a tight talent market out there.” That is the truth, but that doesn’t mean you can’t take the time on the front end to sort everything out before wasting precious time with candidates that completely miss the mark.  

Here is a checklist of what should be completed BEFORE you post or start sourcing for the job:   

Define what you need. I challenge you to think deeply about this one. If it is a backfill for someone who left, don’t automatically think about replacing them with an exact replica. Times have changed, and maybe it’s time to upgrade.

Identify key stakeholders. Get creative with your interview team. It doesn’t always have to be their peers and boss’s boss’s boss. Maybe they’ll work with cross-functional teams so ask one of them to be part of the interview process. If your company has a culture champion, definitely include them (if you don’t know what that is, check out my other blog on using your best hires and jump right on that fun bandwagon).

 Turn your job description into a job advertisement. Everyone has “excellent written and verbal communication skills” these days. Let’s turn that into an achievement instead, such as: If you’ve ever written a brilliant email that knocked your client’s socks off, we want you! 

 Engage Titus Talent. Sorry, shameless plug 🙂 

  1. Change up the scenery. Take the time to talk to the candidate more than once and in different settings. You can sit down for a formal interview, but include lunch. You might even want to walk around the office, or even outside. Including different locations will allow the candidate to let their guard down and give you a chance to see more of the “real person.” They will also enjoy the casual nature of the interview as well and it will leave them with a positive experience of you as a potential leader.
  1. Add a point of objectivity. But Tiffany, how could we possibly do that? I’m assuming that’s your reaction. Simply put, Predictive Index(PI) is a great resource to add to your recruiting toolbox. You have the heart (motivations), the briefcase (resume), all that’s missing is the head component. PI offers both behavioral AND cognitive assessments that will not only tell you who the person is, but how quickly they can ramp up into the role. To learn more about PI, visit our website or feel free to reach out to us for a free demo!

It’s time to move on from that old second century B.C. gladiator thumbs up or down approach. Recruiting these days warrants a more thoughtful, objective, measurement scale to ensure hiring success time and time again!

If you’d like more information on how we help companies develop impactful recruiting processes for guaranteed hiring success, connect with us!




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