Do you want to hire high performers or just “okay” performers for your organization? Indeed your answer will be high performers. Let’s take a glance at this fact!
If you are a CEO or HR, you really want to hire the best talent who actually are willing to take your organization a notch higher. But,
Only a quarter percentage of people in any organization turn out to be high performers.
Almost every hiring method cannot depict whether the candidate will be a high performer or not. But here, we have come up with the two blockbuster questions that reveal if a product manager is a high performer.
Are the questions tricky? Obviously, not. Do the questions reveal the inner working psyche of the candidates? No. Then what are they? Let’s find out.
Reference calls with managers – An expert New York Product manager tell you to ask this question “The final step in hiring is to arrange calls with the managers who have reported in the past ten years. Will you be able to arrange the calls at the time of the job offer“? If you answer no, there are high chances of termination of the interview because high performers never deny arranging the calls. Moreover, they become open and transparent by knowing that you will be communicating with their bosses.
On the other hand, low performers think that it will be hard to convince the bosses for the call. Even if they agree, they would not be very complimentary.
So, with this question, you are likely to become the best candidate by eliminating the lowest performers.
Your managers’ thoughts about your work experience – It is the question that works best in the case of a phone screen interview. You ask the candidate about their last two jobs – what they did, their successes, failures, what they liked and disliked in their managers, to name a few. Then you proceed with the final question: Assuming that you have arranged a call with a particular manager, what do you think as to how would they rate you for your overall performance, and what will they tell about your strengths and weaknesses? Â
Most of the candidates who have successfully arranged reference calls say:-
The candidate’s guesses of strength and weaknesses as per the manager are bang on, reflecting high accuracy.
The candidate’s guesses on their performance ratings on the scale of Excellent, very good, good, fair, and poor are also pitch-perfect.
High performers say that the bosses would rate them very good or excellent. If someone is saying that the boss would rate them “good,” then it is not a characteristic of a high performer. And this is how a product organization structure works.
To sum it up!
Believe it or not, including the two questions mentioned above in your phone screen interviews is a surefire way to produce effective insights. You will surely replace the worthless reference calls with what the candidates say – calls with the right managers without any phone tag.
So, get ready to ask these two questions to hire high performers for your organization.
