Rebecca Morlidge

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How can an employer structure new hire process in a manner that identifies candidates who will "get" the "why" of the company?

Simon's talk gave some very thought provoking points and he gave several examples related to marketing a product. My question is how can this be used in hiring staff? How do you structure a people search around communicating the "why" to the candidate pool and then identifying those candidates that "get it" and have the skills you are looking for?

  • Apr 6 2013: By caring that you do.
    • Apr 6 2013: This is a very good point.

      Specifically, just ask the candidates, then listen and watch, carefully.
  • Apr 12 2013: You would want to make it so that your inbound marketing for talent focuses on areas where the 'why' is in focus. Job boards are too generic and people can make up great stories while interviewing about how much they care about the 'why'.

    Say you are interested in hiring creative people for your company that sells outdoor gear. Instead of looking for these people on a creative focused job board, you'd instead want to sponsor or build a recruiting presence through flyers, booths, events at outdoor activity hubs like outdoor gear stores, training places, etc.
  • Apr 12 2013: The first goal would be to structure the hiring process to find people that are open to learning the "why". Then make sure the company shares the why internally and externally.
  • Apr 12 2013: Loved the Sinek piece! My thought would be to listen to the candidate through a series of deeper questions on views and beliefs. I know HR would have a fit over that, yet, our beliefs guide us and they are not (nor should be)negotiable. Genuine people will be genuinely honest. The negative perception from candidates is that HR is digging for dirt to exclude a candidate, rather than find the true fit. I find that interviewing candidates with honesty and without hiding motives goes a long way. Good candidates can see when you're hiding and are experienced enough to ask the right questions to verify.
  • Apr 10 2013: Consider this quote:
    You can hire people to work for you, but you must win their hearts to have them work with you.

    - Anonymous

    Does the company have their purpose/beliefs well articulated? Can they communicate it effectively? The candidates that "get" the "why" of a company are those whose purpose/beliefs align with the company's purpose/beliefs.

    Something Simon points onto is that the "Why" is "your believe", and elaborates further that beliefs attracts similar beliefs.