One of the factors in our Recruiter Competency Model is the ability to be able to assess technical competency and intrinsic motivation in a one-hour interview. In an earlier post someone commented that this was not possible. I begged to differ and offered this advice:
- For each major project and job over the past 3-5 years, get multiple examples of when and why the person took the initiative without being directed. The pattern will reveal the person’s intrinsic motivation. Assess the quality of the person’s work as part of this.
- Use the Sherlock Holmes’ deductive interview by asking the person why he/she was assigned to different projects and teams. Usually this is because of some significant strength or if the person’s manager wanted to give the person stretch assignments or some learning opportunities.
- Compare these two steps to the actual work that needs to be done to ensure the candidate is both intrinsically motivated to do this work and will also excel at it.
This is how you assess people on their performance and potential not their personality and presentation skills.
If hiring right is important to you and your company, here are some other tools and guides you might find helpful:
The Essential Guide for Hiring & Getting Hired
The Hiring Machine Self-paced Learning Platform for recruiters, interviewers and hiring managers