How risky is a candidate?
Use these 3 psychological frameworks to pinpoint risky hires.
A successful hire aims at identifying someone who is able to do the work, willing to do the work, and ultimately gets the point of the work being done.
But successful hiring is not just about verifying a candidate’s potential strengths contractors also must pinpoint potential areas of risk.
How can you do that?
Use these 3 psychological areas to identify if the fit is right fo you.
Patterns of success or failure
Motivations for why the work is important
History of achievement.
Psychological studies have shown that people are creatures of habit. People do change but there is often a reason. Identifying a pattern of job performance, how someone thinks of their team or why they left their past employers is critical to pinpointing risk. If you believe a pattern is present, you can ask what made one situation different than the other, what someone learned and how they changed since to identify the level of future risk.
If you ask someone where they want to be in 10 years in the future, most will have an answer. The deeper look into seeing if they will get there is understanding their fuel source, AKA, their motivation. Why are they doing what they are doing? Does that end make sense? Does it align with your values and mission or is there a separation?
If we all want to get somewhere, and we are creatures of habit, history of achievement is the measurement for success. Does someone do what they say they were going to do or have they settled for less than they wanted?
The potential for diversity of answers is very apparent and identifying if your company can succeed, work with, or may have to turn down risk is an important question every company should answer before extending an offer.
