BALANCE AT WORK BLOG

Overcoming ‘interview infatuation’

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When I met Matthew Farrell, Principal of Five Pillars Financial Planning, he was in the process of selecting a new financial planner to support the growth of his business.

business man closeupMatthew was impressed with a candidate but confided that one of the traps he’d fallen into in the past was loving someone at the interview, only to find they didn’t live up to expectations on the job.  This is a familiar scenario, especially when faced with a charming and enthusiastic interviewee.

To ensure he didn’t make the same mistake this time, Matthew decided to use Harrison Assessments to determine the candidate’s suitability for the role.

Matthew was keen to:

1.   Have a quick answer and
2.   Ensure the candidate had traits that met the specific requirements of the business.

Within 24 hours of our first conversation, Matthew had the result he needed and within 48 hours, the candidate had been offered and had accepted the role.  This is how we did it:

1.   After the first meeting, we sent the candidate a ‘questionnaire invitation’ so that he could complete the online assessment overnight.
2.   We sent Matthew a draft job template for him to consider.
3.   Next morning, Matthew and I discussed the template and I made adjustments to the template online.
4.   The candidate had completed the assessment so we were able to immediately run the  reports, comparing him to the customised template.
5.   Matthew and I discussed the reports and the candidate’s suitability straight away.

We asked Matthew to comment on his experience of using the Harrison Assessments:
“I was looking for an objective assessment tool that took away the temptation of me being swayed by the candidate’s pleasing personality and charm. I wanted to know if the candidate possessed the internal qualities required to perform in the position.

We had always tested for aptitude or the ability to perform the technical aspects of the position but we lacked a process to tackle the question of whether the prospective candidate had the disposition or personal qualities necessary to thrive in their new role.”

TIP:  Don’t let your heart rule your head!  Get some objective advice before you make decisions about the people in your business.

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