How to Find the Perfect Candidate and Decrease Company Turnover

Does your company have a high turnover rate?
I was on the phone with a regional manager of a very large insurance company, and he said, “There is no way to know if someone is going to be successful in this role or not before they start, so we just give everybody a chance.”
He had pretty much come to the idea that they just have to throw a lot of people into the mix and recruit as many people and see who sticks. As you could imagine, a lot of these people were not sticking, and they had a very high turnover rate.
Oftentimes, organizations have a much larger turnover than they need to have because they aren’t asking the right questions as part of the interview process.
We have to dig in and ask behavioral interview questions to really figure out if people are going to do well, if they are qualified, and if they really have what it takes to make it. Usually, the kinds of questions leaders ask as part of the process are similar to “Are you a hard worker?” or “Give me an example of a time that you worked hard.” What person would say they aren’t a hard worker? Most anyone could have some type of example of a time they were a hard worker.

We need to ask better questions if we want to find better answers!

These are the kinds of questions you need to ask yourself as part of the process of interviewing to determine the perfect candidate for your business and figure out what the key traits are that you need to look for.
  • What are the character traits to call someone to be successful?
  • What do they have to have? Is that grit, or perseverance? Is it work ethic, integrity, or detail-oriented?
  • What are the most important character traits that are non-negotiable to someone’s success?
  • What are the key character traits that are necessary? It’s going to be different depending on the role.
Next, ask questions to assess if someone has those particular traits. Maybe one of the characteristics you seek is grit. So, the questions you might ask for this could be like this, “Tell me a time when you’ve really failed, when you’ve really messed up, and how you reacted and bounced back from that.” You could also try, “Tell me about a time you were incredibly frustrated in your job, and how you responded to it.” What you’re looking for is what type of behavior someone would have in that particular situation. Would they have a behavior that will lead to favorable results or would they have a behavior that would lead them to failing out of the business? It’s important to figure that out on the front, before someone gets in that situation and is set up for failure.

After these questions are written, determine what is a red flag answer and what is a good acceptable answer.

What behavior should they have to lead to the positive? If you write questions like this and put thought into these types of questions you ask, you can often assess deep character traits that can be a very strong predictor if someone is going to be successful or not.
It will help you know if you are just setting them up for failure. We owe it to the people that we recruit to make sure that they are going to be incredibly successful in their role. In order to do that, we need to use behavioral interview questions, and ask the right ones to lead to a successful team!
Have any of these suggestions worked for you? Share with me!

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