By Sandra DeStigter, Founder/CEO at HR-Rethought
This past weekend, I took my three kids (plus a few of their friends) to see Moana 2. I am not here to write a movie review, but there was one scene that had me laughing out loud – and it made my older kids, who understand what I do for work, whip their heads around and burst into laughter too.
Here’s the scene:
Moana sets off on another voyage, but this time it is much longer, and she needs to assemble a team. She recruits three people: a girl who seems to be a carpenter/handyman, a plant expert, and a guy who can read history maps and stories. The crew sets sail. Enter Maui (voiced by Dwayne Johnson), just in time for them to face a swarm of purple swimming dragons. Maui gives an encouraging “Let’s do this!” speech… and then all chaos breaks loose. One crew member falls off the boat, another runs straight into the mast, and the third trips over “Heihei,” the hilariously clueless rooster. It is a total disaster. Maui turns to Moana with this gem:
“We are going to have to talk about your recruiting process.”
Cue my laughter (and my kids’ side-eye). As someone who lives and breathes HR, nothing beats an unexpectedly great HR moment in a movie or show. But then it hit me: this is so real. Who you pick for your team matters. Maui instantly knew something had gone wrong in the recruiting process. (Spoiler alert: they turned out fine in the end, but life is not always so forgiving.)
So, how can you make sure you are recruiting the right fit for your team? Truthfully, even with the best intentions and processes, mistakes happen.
Here are a few things we have found helpful:
- Rethink Your Interview Questions
The old “Tell me about a time…” approach? Skip it. Those canned questions rarely get you the meaningful insights you need. Instead, craft open-ended, specific questions that let candidates share experiences relevant to your team and challenges. Also throw some fun ones in there.
- Consistency is Key
Make sure your process is consistent. It is not just about fairness – it is also a lifesaver if you are ever audited. Being able to show the DOL (Department of Labor) that you followed the same process for every candidate is critical.
- Consider Personality Assessments
I know, I know—this one sparks debate. But we have found these assessments useful when applied correctly. There are no “wrong” answers, but they can give leaders valuable insight into how to guide and support a candidate once they are on board. (Reminder: it is just one piece of the puzzle, not the whole picture.)
- Focus On Your Core Values
Your core values should guide everything you do – including hiring. Talk about them openly during the interview process. Make sure candidates understand what you stand for and how your team operates. If they align, great! If not, move on.
- Offer an Easy Out
At the end of the interview, encourage candidates to think things over. Tell them, “If you are still interested tomorrow, let us know.” It gives them an easy out, so you do not waste time pursuing someone who is unsure. Plus, it tests their ability to follow through and follow instructions.
Recruiting is not just important – it is critical. Who you bring onto your team will either make or break your success.
Oh, and if you are wondering – go see Moana 2! The songs may not be as catchy as the original, but the storyline is a fun ride.