Many hiring coaches are great at asking creative questions and facilitating an engaging conversation, then fail at closing the interview conversation productively.

By the end of the first in-person “core” interview workout, the player either seems like a good fit or they don’t. There’s not much middle ground.

If they don’t feel like a good fit, ending the first core hiring workout is simple.

You thank them for their time and wish them a good rest of their day.

Later you email them to explain we have other more qualified players.

However, when a player seems like a good fit, then you want to keep the momentum going.

Next Core Workout

Before you end the current core workout, schedule the next time to meet with the player.

Text and/or Chat

We do not recommend you text/chat a lot.  However, when appropriate, you can engage with players in-between your core workouts via text or chat.    

There are two benefits this approach:

1.  Done properly, the player feels valued as you reach out to them in-between meeting in-person. 

2. You get to test how professionally they communicate via text or chat, including their grammar/slang, punctuation, formatting, and how quickly they respond.

A third option is to…

Reserve Roles

After the first core interview workout, part of the homework can be for the player to reverse roles during their second core workout.

There are two ways to do this.

1. You give them references, schedule their calls with your references, and let them talk with them just as you are going to check their references. The results are discussed at the start of the second core workout, before or after you share the results of your reference conversations.

2. An alternative is to encourage the player to run you and/or members of your hiring team through their own version of a hiring workout during your second core workout time with them. This typically takes place after you discuss the homework each of you were to complete, but towards the start of the meeting.

Remember, a critical, must-do objective in every interaction with players trying out for your team is to get to know the real person rather than whom they're trying to portray in their “HIRE ME script.”

Reversing roles for part of an interview workout gives you insights into three key areas:

1. What the player thinks their priorities are.

2. It tests their ability to prepare for and have a conversation, particularly one where they should be asking a lot of questions but not have it seem like an interrogation.  Do they ask good questions?  Do they ask good follow-up questions? 

3. Demonstrates a variety of soft skills necessary to succeed on your team.

This reverse interview workout often helps confirm whether you and your team are a good match for her/him, your synergy with her/his career objectives, and how you/your team can help them grow.

During this portion of your hiring tryout, carefully observe how the player prepares, behaves, and communicates.

Be intentional, yet fun. Do not be too casual.

This exercise has value when you work it.

A fourth option is to do a…

Third-party Interview

As part of, or soon after your first or second in-person core workout, hire an experienced contract hiring coach to talk with your top player before their next core workout .

Why?  

The outsider has no emotion or career capital in the decision.  They are not rushing to “fill a seat,” and should not have any bias except to discern truth.

Three common types of people might be more objective than you and your team, depending on their background and commitment to you:

1. It is rare but this could be one of your Board members if it’s a senior role.

2. Another rare option might be a peer in a similar company that is not a competitor. Maybe you interview some of their people and she/he some of yours.

3. The most common option is a hiring consultant, who has been a leader.  We make time in our calendars weekly to interview players for Clients.  Our hiring workouts can include scouting a player’s:

   a)   Resume:  We complete a scorecard that thoroughly analyzes the players resume..  

   b)   Online profile:  We complete a scorecard that researches them online to confirm they appear to be someone a good character.

   c)   Talent Assessment:  After a player has completed their first or second core workout with your organization, then we recommend they complete a Manage 2 Win Talent Assessment.  This confirms conclusions gained from their interview workouts thus far, compares their behaviors, driving forces and competencies to the needs of the role, and assesses how well they fit with your company culture.

   d)   Core workout:  Often our Clients hire us to lead an interview workout with the player whom they feels a good fit for their team.  We assess their Talent Assessment and mindset in relation to the open position and our Client’s company culture. 

We then compile a report on our conclusions of the player's strengths and weaknesses, including our recommendation to hire, or not the person.

A fifth option is a…

Reference Check

There are benefits to initiating a reference check with strong players after their first core workout.

In particular, reference checks do not take a lot of time. If they’re positive, then it validates decisions to continue to consider the player.

If one or more references are negative, it saves a TON of time by cutting the player from your hiring tryout.

Remember, what is our #1 objective when interviewing?

It is to protect your time!

You do not want to waste time with players who are not going to succeed in your organization.

References give new information to consider.  

When you get good at them, reference checks can expand your talent community to recruit more people, and references can suggest additional players to consider.

Therefore, ask the player for references.

One option is to require them to schedule your conversations with their references so you can complete them before her/his next in-person tryout as part of their homework.

The sixth and final option we suggest you consider is to do a...

Background, Credit, and/or Drug Check

Some of our Clients prefer to do a background check, credit check, and/or drug test of top players before they have assigned offer.  Be careful.  This is illegal in some states.

It should not occur often, but when you do a background check earlier then it can expose a great actor. 

It costs about $125 for a thorough background check.  We recommend  is a wise investment if a person’s first in-person tryout convinces you they may join your team.

We have an excellent background check partner if you need one.  Contact us for more information. 

Always ask a player:  "By the way, as you may have noticed on our application, we do a background check on all players.  Is there anything that might turn up in your report that you want to explain now?"

It’s most common for players to confidently claim their background is clear, and it’s “no problem” for you to check them out.

Recently I talked with a Client who had this situation with a player.

He mentioned they do a background check after they have fully concluded their first in-person tryout process.

The player confidently said, “No problem,” there was nothing to worry about.

The guy’s background check had three B&Es.  

Do you know what a B&E is?

It means, Breaking and Entering, as in robbery.

Do you want that guy on your team?

We advise all our Clients never to hire anyone without a background check.

It should not be a question of whether you do a background check, but WHEN to do it in your qualification process:  After a core workout, or immediately after they signed your offer letter, so you have the results before their first day of employment with your company.

If you want to run a background check on someone before they’ve signed your offer letter, then first confirm you can legally do so in your state.

Next, have something written that gives you their permission to do the background check.  Maybe you ask them to complete a job application that states that no one can be hired without completing a background in a reference check.  Maybe you confirm via email.

Even if you have something written that confirms you have their permission to do a background check, verbally ask them if they want to discuss anything that might turn up in their background check report before you do so.

In conclusion

We just covered a lot.  Consider which of these options work best in your organization, but never allow someone to start on your team unless you have completed a thorough background check.

P.S.  Make certain to ask us what we require in our background checks.

How strong is your hiring process? Take one of our free assessments to double-check your answer: Take Assessment