“If I’m Passing You On the Right – You’re an Idiot.” That’s what the sticker on the back window of the Lexus read. While I assume that sentiment was meant to funny, it struck me how often people send messages out into the universe without thinking about how they might impact those around them.
For all I know, the woman driving the Lexus is the most consider person I’ll ever meet. But I don’t think so since she bolted around me the second she could once we both entered the freeway.
For the past 30 years, I have taught employers that taking time to observe behavior is so much more effective than asking a bunch of questions across a table. After all, you’re making a big investment, even if you’re hiring a front-line professional. And when I say “behavior,” I’m not just talking about what they do and say in some sort of assessment. I’m talking about the little proclivities that you will have to live with if they join your organization.
I’ve been known to walk an applicant out to their car after an interview. While this appears to be a courtesy, it is also a way for me to observe how they care for their personal space. If the inside of their car is disaster, the chances are pretty good that they might work that way once they’re on board and comfortable.
I will let applicants cool their heels in the reception area. This gives me an opportunity to see how they deal with the uncertainty of delays and impatience. How to they interact with those who pass by? What do they do while they’re waiting? What’s the expression on their face when we we’re ten minutes after the appointment time? Again, it’s the little stuff that provides insights into how they will behave on the job. Yes, they’re qualified. Yes, they can do the job. But will you want to interact and depend on them day after day?
Job tenure is getting shorter and shorter and the average employee becoming more detached. Now more than ever, it is critical to examine behavior, in addition to what is said during the interviews.