MightyRecruiterHow to Hire Passionate People: Expert Advice from Red Hat’s CEO
The leaders of Red Hat deeply understand the desire to hire passionate people who will go above and beyond what you expect from your employees. After all, an enterprise will only reach incredible success if all those involved are dedicated and focused on contributing effectively. How do you ensure you are hiring the right talent for your company Truthfully, every hiring manager and company owner will need a unique strategy tailored to the company culture and needs, but here is come expert advice that will apply across the board.
Improving the Conventional Interview
Have you ever had an amazing interview with a professional only to be disappointed with their efforts on the job Conversely, have you hired individuals after mediocre interview and were pleasantly surprised by their productivity Why does this seemingly counterintuitive trend exist Simply put, the traditional interview does a poor job of showing if an individual is a good fit with company culture. That said it’s probably time to institute a new definition for the conventional interview. If you want to hire passionate people, how to you bring that out in an interview First, consider the pillars of your company culture.
Let’s say you value teamwork. Instead of asking your interviewee about a time when they worked well in a team, why not watch them work in a team Gather a bunch of applicants in a room and give them a project. You will get a much better idea of who will be a good fit in your company culture. Tailor your interview process to showcase the qualities you need in the ideal professional. Essentially, think about creating mock situations where you can test the candidates and you don’t have to simply take their word for.
Incentivizing the Referral Process
Referrals and recommendation are a great way to find and hire passionate people, so Red Hat found a great way to incentivize the referral process. You know how with your credit cards or airline accounts you can gain points and miles and ascend to different levels of perks Well, the company leaders thought this was a great model, so they modified it for their company.
First, the company created the Red Hat Ambassadors program, which is an associate referral initiative. The company leaders understood that their carefully cultivated team of professionals had a range of outside professionals in their networks. Thus, they decided it’d be a great idea to tap into this pool of candidates. After consulting with their employees about the ideal rewards for each level, the company’s leaders devised a tiered program with the following levels:
-Super Ambassador: Associates earn a free T-shirt and sticker after one successful referral.
-Mega Ambassador: Following three successful referrals, associates get a 25 percent referral bonus, another sticker and a hoodie with ïMega Ambassadorï proudly stamped on it.
-Ultimate Ambassador: Five referrals earns a one-time 100 percent referral bonus and either a cape or jacket (associate’s choice) to signify their ïultimate’ status. Plus, Ultimate Ambassadors are entered into an annual drawing for prizes like new bikes.
Reconstructing Interview Questions
While a traditional interview may not be the most effective means of weeding out top talent, it is still important to put a name to a face. How do you make your interview more effective Change your questions. You’re probably used to the standard queries like ïTell me about a time you’ve overcome failureï or ïGive an example of when you worked with a team.ï Your candidates are probably prepared with stock answers, which aren’t really going to give you the information you’re after. If you want to hire passionate people who are aware of their company’s needs, ask macro questions like, ïHow well do you think your last company was positioned in the marketï or ïHow would you improve the productivity strategies of your last companyï
To answer these questions, you interviewee will need to have a natural curiosity as well as developed analytical skills. With these questions, you can discover if the professional cares enough to think critically about their employer and career trajectory. Conversely, if the individual in front of you is simply ecstatic about any job, he or she may not have thought in-depth about such concepts.
If you want to hire passionate people, you’ll first have to find and identify who those professionals are. Creating an effective recruitment and vetting process can be a challenge, but with the articles and resources on Resume Builder, you will have a better idea of what to expect and how to tackle the obstacles ahead.