Hiring hack: How to better evaluate your candidates | Simon Sinek
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Hiring hack: How to better evaluate your candidates | Simon Sinek


I think leadership is one of the most misunderstood
responsibilities in business. Too many people confuse leadership with rank
or authority. I know many people who sit at the highest
levels of organizations who are not leaders. They have authority and we do as they tell
us because they have authority over us but we would not follow them. True leaders understand that their responsibility
is to take care of their people just like a parent. To see them grow, to see them gain skills,
to put them in situations where they get to discover that they’re capable of more than
they thought they were capable of. This is what leaders truly are. It’s not about being in charge. It’s about taking care of those in our charge. When we’re very junior we only have to be
good at our jobs. That’s pretty much it. And if you’re really good at your job they’ll
promote you. And eventually you’ll get promoted to a
position where you’re now responsible for the people who do the job you used to do but
nobody shows us how to do that. They gave us so much training how to do our
job when we were young and then they don’t give us any training how to do our job when
we are put in a position of leadership. There’s no CEO on the planet who’s responsible
for the customer, you know. It’s the joke. That CEO is responsible for the people who
are responsible for the people who are responsible for the people who are responsible for the
customer. And that simple change of perspective dramatically
changes the way in which someone makes decisions or even speaks and it has a profound impact
on an organization as well. When we hire we tend to hire by someone’s
resume and skill set and the past results they’ve had maybe our competitors and how
good they are at interviewing. And let me tell you, some people are really
good at interviewing. You know, we only hire passionate people I’ve
heard people say. Well how do you know that they’re passionate
for the interview and not so passionate for the work, right. At the end of the day a hiring decision is
like an adoption. You’re going to bring a child into your
family. You’re going to let them into your house. You’re going to give them keys to the house
and maybe even give them responsibility over your other children. You probably want to do that a little carefully. So sure, you can go through the traditional
read their resume so tell us about yourself. What’s your biggest weakness? That kind of nonsense. But I like it when we treat it like a dating
scenario. I like it when we treat it like a marriage
or a relationship. In other words go out for dinner with them. Take them out for lunch. Get to know them as a human being. What kind of people are they? Do you want to hang out with them? Are they one of us? You have a culture and you want to protect
that culture more than you just want the skills. There’s a wonderful story. It’s a true story of a bunch of military
recruiters who went to a high school. And the Army recruiter stands up and says
to the kids let me tell you why you want to be in the Army with his PowerPoint on behind
him. The Navy recruiter stands up with his presentation
and says no, no, let me tell you why the Navy’s better. The Air Force recruiter stands up and says
they’re both wrong. I’ll tell you why you want to be in the
Air Force. The Marine recruiter stands up with no PowerPoint,
no presentation. He stands at the edge of the stage and he
just looks around the room quietly. And then he says nope, I don’t want any
of you. He says you have to understand the Marine
Corps is the most difficult thing you’ll ever do in your entire life emotionally or
physically and I don’t think anyone in this room is strong enough to be in my Marine Corps. If you think I’m wrong I’m at the back
of the room. So the people who came up to him were people
who belonged to the Marines. He wasn’t trying to appeal to everyone. He was trying to appeal to the people who
had what it takes to be a Marine. And he said my Marine Corps. He’s protective of the culture. One of the things that the Marines do is they
take their best Marines and they make them recruiters. If you ever meet a Marine and he says I was
a recruiter, he’s probably really or she’s really good at what they do because that’s
what the Marines do. They want their best Marines to be the ones
who are choosing other Marines to come join the Marine Corps. It’s not seen as something that is a bottom
feeder job. It’s seen as an unbelievable honor to be
responsible for letting people in. And I think we need to treat it with the same
deference in our businesses. You are building a culture, building a family. You know think about the number of companies
that say our company is like a family. Yeah? Yeah? Well treat it that way. I think we hire way too quickly. And if you are going to hire quickly make
sure that everybody at least has a six-month trial for them to test you out and you to
test them out. That way you can get to know them in real
time when you’re doing actual work. And nothing personal at the end of the six
months. Either party can say here’s a job offer
or not. I think everything should start as a short-term
contract if you’re not going to take the time to get to know them any other way.

34 Comments

  • Psychopath

    Walmart has insane turnover, could you imagine if they implemented such a ridiculous qualifier to their hiring practices? Could you imagine if a business judged its employees as "family members"? Just imagine how draconian that would be. Imagine how invasive that would be. Who would want to work under the pretense that you should be solely devoted to a minimum wage job above all else? Who would want to work for a cult?

  • XIPH05 XP5

    Jobs are there for people, rather than for shareholders – set an imbalance and you have disaster. Work is not my tribe, it's an entity that I sell my time to in order to return profits back to it.

  • Russell Spears

    If you want to think actually big you want to consider democratically run worker cooperatives rather than employer ownerships which can only create poverty traps.

  • Marius Periwinkle

    Brilliant! Let’s make the precariat even bigger. Let’s have a more people balancing on the knife edge of employment, and getting frustrated by continuously being held back by an inner core.

    Guess what happens when you have such an employment model. The best employees leave for greener grass, and you are stuck with the those that either are to lazy, entitled or incompetent to find employment elsewhere.

    It is such a terrible idea, and I am surprised Simon Sinek hasn’t thought it through.

  • kd1s

    Oh I've been through the gamut of interviewing over my career. There's been what I term star chamber, comfie interviews, and all manner in between. But the jobs I enjoyed are the ones where we did in fact go out for a meal.

  • Nekoni

    said the person who already has a sure spot, is not afraid to miss rent or starve to death, and dismisses the ‘no experience, no way’ carrousel

  • Noah Nobody

    This happened to me at one company. We went to Pizza Hut, and I told the recruiter and some other candidates that I loved smoking pot. I didn't get the job.

  • myutubechannel

    a) why does he think during lunch the candidates suddenly drop their guards
    b) for most mangers you have several job openings for which several people need to be interviewed, his approach is way to time consuming.
    c) yes, hire fast and fire fast is the way to go. Job interviews will get it wrong in as much as 50% of the time. More elaborate and gimmicky interviews will not improve this. So, face that reality and adjust to it.

  • Telendil

    Hm testing period for workers to get to know them … sounds like something i have heard before. Oh right in Germany you have something called "Probezeit" meaning testtime within every work contract. WTF how is this a new idea for American companies?

  • AssaultFlamingo 2.0

    I usually glance over these Big Think videos in my feed, unless I see/hear certain faces/names. Simon Sinek is one of them

  • AGFuzzyPancake

    It's understated how important it is to develop a workplace culture. I've worked at places that developed a culture and places that didn't and the difference is that workers will to stay at companies, work hard, and innovate when they feel like they belong. Companies that just throw people together based solely on who has the best resume end up with employees that don't care about each other or their work.

  • John Connor

    you want a culture and protect that culture so you wont hire out side that culture .. got ya…i get what your saying …..next.. who gave this guy a spot to voice his racist shit

  • staticbb

    lol "do you want to hang out with them" not only is this a terrible metric to use when hiring people but it's deeply unethical.

  • Better PhD

    For the faculty hiring process, we already have at least five meals with each candidate. Yes, it takes quite a bit of time and money. But it is one of the best ways to get to know a person.

  • King Peppy

    Sinek's idea would just be a throttle on salary negotiations to state an artificially low temporary initial salary for all probational hires with actual salary negotiations upon the 6 months interim which they'd leverage against you to hold down your rate since you'd already done all the heavy lifting of proving yourself to the company. Sinek's idea is a exploitation induced plan from a weasel of a person to make salaried employment as underpaid as wage workers.

  • Rand Huso

    For starters, give a proper IQ test. Only hire people who are above average.
    I find the best way to ace an interview is to tell the interviewer how (in detail) their new product works – details they haven't released publicly but are obvious given the state of the art. It's worked for me. I suspect they hired me because they were worried I'd wind up at the competition.

  • Zeba Kazi

    Talent Acquisition may seem like a complicated term… because it is! But, the advent of technology has made talent more accessible and made the hiring process look entirely different. You can read all about it on this well-written blog:
    https://www.peoplehum.com/blog/talent-management/talent-acquisition-and-technology-redefine-talent-acquisition-in-2020/#bl

  • Legionario Cruel

    I see many flawed ideas in this short video, for example:
    – A company culture concept should not be based on a boss surrounding himself with people he gets along with well. That's a disaster in the making.
    – A company is an entity that engages in business, with a structure of people who collaborate in the pursuit of a gain (usually money), not similar to a family at all. Families are not good examples to develop a company culture, since a) families have as many challenges as companies do in order to function properly; and b) companies exist for a totally different reason. I rather use the concept of team (a group of people working for a common goal) rather than family in order to define my own company values.
    – When hiring, you strive to get the best people for the job; this definition varies greatly in accordance to the job profile. If you run a large corporation, more frequently than not you will hire people you would not hang out with, and they can still be good at their jobs despite them not having the potential to become your personal friends.
    – Sure, you need to know your people better, at a personal level, but that should not be on top of your list in order to hire a person.

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