Basketball and HoopLast week while leaving lunch, I bumped into a current SEC basketball coach.  As we were riding on an elevator, the coach was asked what he looked for when recruiting a new player.  The coach quickly listed three things:

  • Leadership
  • Character
  • Teamwork

The coach was then asked,

How about talent?

The coach then stated,

That’s should already be assumed.  Why else would I be looking to recruit the player?

Now I’m not knocking the coaches last response; but nothing should be assumed when it comes to recruitment.  Whether you are in sports or in business, recruitment is a tough task.  Being able to scout talent, conduct great interviews and perform a background check are important steps when building a great organization.

Good Scouting

When looking for the right person to work for your company, consider the following questions:

  • Does the candidate fit your company culture?  Successful corporations make sure this answer is an emphatic yes.  Zappos is just one example of how a company can grow by focusing on people who already live by the values of their corporate culture.  Regardless of the size of your company, hiring someone who has the same values as your company is vital.  Just make sure it is not a “yes man” you’re hiring.
  • Does the candidate have the right experience?  Looking to hire a sales person?  Great, but what type of sales?  Do you want to hire someone with a portfolio and experience in your line of business?  By answering these types of questions ahead of time, you will be able to scout a great candidate and not get lost in the “hype” of the candidate.


After the initial scouting process, the next logical step is interviewing.  Depending on the job, this can be a short or long process.

  • How many interviews do you conduct?  Unless you already have a working relationship with someone, you should never hire someone based off only one interview.  Regardless of the position, at least two interviews should be conducted.  This allows for any additional questions to be asked and give both you and the candidate a better “feel” about the position’s needs/expectations.
  • How many people are involved in the interview process?  It’s nice to have a different perspective, but don’t turn the interview into a 12 person interrogation.  Having two people at one time during an interview is a good number.  This way a company can get more than one point of view, while the person being interviewed can still be in a relaxed setting.
  • Do you conduct a personality profile?  Personality profiles like DiSC are great tools to use when hiring a new candidate.  These profiles can offer a perspective about how a person interacts with people and shows you how best to communicate with a potential new hire.

Background Check

Overlooking a background check can really come back to haunt you.  A good background check can validate what a candidate has stated about their past and can help you get a better fill for a candidate.

  • References: Have some solid questions ready for each reference.  These are the people a candidate wants you to call, so be ready to ask some open ended questions that can shed light on a person’s experience, character and attitude.
  • Previous Employment: Previous employers usually don’t give out too much information, but you can at least make sure candidates gave you the right information about how long they worked somewhere.
  • Criminal and Credit Check: Never hurts to double check to see if a person is swimming in debt or has a shady history.  If something comes up, give the candidate an opportunity to explain the situation; it shouldn’t necessarily be a deal breaker…unless it’s something really, really bad.

Not every hire will be a perfect fit and may end with a termination, but by doing your part you can minimize hiring the wrong candidate.  Following the previously mentioned steps will help you find the right person and reduce the risk of hiring someone who may not live up to the expectation.


About Jeremy M. Price
For twelve years, I had the pleasure of working in community banking. Starting in customer service, I worked my way up to a senior level marketing and human resources director. It was great leading teams that improved strategic initiatives including, but not limited to brand awareness, digital communication, employee development and product development. This experience has now led to an exciting role with CRS Data. As the Product Marketing Analyst, I am currently reviewing the company's banker suite product. This product is able to help community banks reach their fullest potential in real estate lending. I am extremely fortunate to share time with my son while enjoying life in East Tennessee. The two of us enjoy the views of the Smokey Mountains, eating good food and having fun. During my free time, I enjoy running races, traveling and listening to great live music.

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

%d bloggers like this: