Welcome to The Flourishing Culture Podcast! One of the top drivers of organizational success is the quality of your employees. But how do you attract and select outstanding talent that will be successful in your organization? Wouldn’t it be great if we could predict hiring success?
Listen to the Audio
Today we are going to address this very topic with Chad Carter, the chief human resources officer at The Gideons International. For the past five years, Chad has instituted a predictive hiring process that has significantly improved the quality of their new hires. In this episode, Chad shares both what to look for in your next hire, and how to go about the process.
Chad has also written a helpful book called The Five Attributes: Essentials of Hiring For Christian Organizations. Let’s get started on today’s important conversation.
Mature leaders hire individuals who are more gifted than they are.
In this episode, you’ll learn about:
5 Essential Attributes to Define Your Ideal Hire
- Character: Look for Godly character as the true alignment between a person’s words and actions.
- Calling: God cultivates our unique DNA-like calling, and it’s every candidate’s job to pay attention and discover this DNA within him or herself. Do they know their strengths and God’s assignment for them in this season of their lives?
- Competence. Look for the person whose training and life experience is a fit for the job. David had competence: “With an upright heart he shepherded them and guided them with his skillful hand” (Ps. 78:72).
- Chemistry. This is the area where hiring managers make the biggest mistakes. Keep your eyes, ears, hearts and minds open to detect that nearly-intangible quality that fits within an existing team and makes those around him or her better. Hire people with a high level of EQ (emotional quotient) and IQ, along with a strong bias for action.
- Contribution. Look for the employee to make an immediate and long-term contribution to the ministry. When employees are in the right seat, they will passionately love their work and thereby increase the organization’s capacity
The Predictive Hiring Process
- Alignment: Develop a profile of the ideal candidate to set intentional objectives and gain executive management alignment. Great alignment frees you to think, “I know exactly who I’m hiring. I just haven’t met them yet.”
- Recruitment: Build your employment brand and mine the talent pipeline for the right people.
- Assessment: Take stock of what your candidates have done and can do, relative to what the organization needs. You must assess both hard skills and soft skills.
- Screening: Screen candidates through multiple rounds of rigorous, systematic interviews. Past performance is the best predictor of future performance, so use behavioral interview questions based on the needed skill-sets you have already identified. Listen between the lines with a 90/10 talking-to-listening ratio.
- Offering: Make a pre-qualification offer prior to making the actual offer: “If we were to make you an offer, what would be important to you?” Prayerfully seek God’s direction.
- Measuring Outcomes: Ask your managers, “If you had it to do over again, would you have chosen this particular employee?” In Chad’s experience,92% of his managers said yes when using this hiring process.
Explore Additional Resources
- Learn more about The Gideons International: gideons.org
- Find The Gideons on Facebook and Twitter
- Find Chad on LinkedIn
- Buy Chad’s book: The Five Attributes: Essentials of Hiring For Christian Organizations
Dig deeper with our hiring toolkit,
Download a complete, word-for-word transcript of the episode here.
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