A summertime tradition that many people enjoy is the Little League World Series.  These kids are amazing!  I often think about how hard it must be to find even one young athlete that is a great fit for the team, much less a dozen to be able to make it to Williamsport and compete with teams from around the world to be the Little League Champions.

Bringing this thought back to business, in my last blog, “It Takes Talent”, I mentioned that employee excellence is comprised of two components – the skills needed to perform tasks correctly and the behavioral qualities desired in the person completing those tasks.  So just as Little League coaches work hard to find the best mix of talent and behaviors to form a high-performing team, businesses need to be more purposeful in doing the same.

 

What Do You Really Need?

Before you even post a job opening, define the essential skills and behavioral competencies required for the role. This includes hard skills (like coding or data analysis) and soft skills (such as communication, problem-solving, and adaptability). Involve your top performers to understand what makes someone successful in the position and within the company culture. Articulating these competencies in the job description attracts candidates who are a better fit from the start.

 

Use More Structured, Behavioral Interviews

Poorly planned and executed interviews lead to biased hiring choices. Instead, use a structured interview process where every candidate is asked the same initial set of competency-based questions. The STAR method (Situation, Task, Action, Result) is an excellent framework to ask candidates to share specific examples from their past.  Here’s what it might sound like:

·         Tell me more about that SITUATION.

·         What did you see as the key TASKS that were needed to move forward?

·         What ACTIONS did you take?

·         How did that go?  What was the RESULT?”

This technique provides you with an opportunity to assess how candidates have handled specific challenges and what the outcomes were. This provides more solid evidence of their abilities as compared to a  typical “What would you do if…” question.

 

Assess Skills and "Culture Add"

Lastly, while technical skills are crucial, don't overlook a candidate's behavioral fit. Rather than focusing on "culture fit," which can lead to a homogenous workforce, hire for "culture add." Seek out candidates who can bring new perspectives and experiences while still aligning with your core values. Have candidates meet a variety of team members to provide a holistic view of skills and behavioral competencies, so you can build a more diverse, resilient, and successful organization.

Just like the young athletes in the Little League World Series, a successful team isn't built on a single star player, but on a well-rounded group with complementary skills. Some players might be incredible pitchers, while others are strong hitters or excellent fielders. Each player brings a unique skill set to the team, but their true strength lies in their ability to work together, communicate effectively, and adapt to any situation. By defining both skills and behaviors upfront and using a structured hiring process, you can build your own all-star team.  Play Ball!