This week's questions:

1 - Take a few minutes to think about something you are an expert in. It can be anything. Then, explain it to me.

2 - Three or four years from now, what do you want to have added to your resume?

3 - How would your closest friend describe you?

It's not a cheap method, but it will save you time, energy, and money in the long run when your search is more successful.

Then:
Let them use their expertise to help you:

☑️ Analyze all the information

☑️ Design and develop the job spec

☑️ Interview the candidates

First:
Hire a consultant or fractional executive.

Successfully recruiting rock star talent requires a thoughtful and aggressive go-to-market approach.

For additional thoughts:
accelentinc.com/the-top-five...

More tips here:
accelentinc.com/maximizing-i...

✅ Be aware.

Look for biases or lenses you may unwittingly apply (e.g., what school the candidate attended, where they live), and the impact these can have on your conclusions about the candidate.

✅ Be specific.

Articulate the evidence you’ve gathered against your set of competencies for a role. A “gut feeling” is only useful if you can articulate why you think you’re having it.

More tips here:
accelentinc.com/maximizing-i...

• Make sure your team understands that their role in the process is to develop a point of view on their specific areas of focus, and not to come to a premature hire/no hire conclusion about the candidate.

• Each person should be assigned a set of competencies; avoid overlap other than for the most critical competencies.

• Organize the team and decide what each person will focus on in the interviews.

Assign responsibilities to your interviewers to avoid bias.

More tips here:
accelentinc.com/the-art-and-...

#3 (continued): Also, note any gaps in the dates.

Reviewing the resume in this way will also give you a sense for their communication skills and enable you to devise additional key questions for the candidate.

#3: Carefully read the candidate’s resume word-for-word starting from the end.

By paying close attention to the resume in this way, you’ll get a sense for the person’s career story.

#2: Create a list of interview questions.

Ask your internal recruiting department and/or your external recruiter for some ideas, and pick out the best questions for assessing those competencies.