You should be confirming not discovering mindset during the interview process
In today’s competitive job market, it is more important than ever to confirm the mindset of potential employees before the interview process, rather than discovering it after they are hired. This means before you even know their name, you should know their mindset. The research about the candidate is done before. And it’s compared to the existing team. Next step in the screening process is reach out and should that person respond, you are confirming as opposed to discovering information about the candidate. Right now too many people are getting through the system that are not psychologically qualified to be at the company.
To build a successful team, it is also important to have a data file of future employees who are complementary to one another. This means identifying potential candidates who bring different strengths and skill sets to the table, and who can work effectively together to achieve common goals. By calculating mindset beforehand, you are removing noise and focusing on success metrics from the beginning. The interview process is about confirming. The questions will change the entire process will change.
In conclusion, confirming mindset in the interview process and building a book of future complementary employees is crucial for building a successful team. By being proactive and focusing on the passive job market, companies can avoid the pitfalls of the external recruiting process and build a strong, productive team for the future.