Have you ever had someone pass a job interview with flying colors only to realize later you didn’t hire the right person? Maybe you didn’t even hire for the right seat!
After creating their job descriptions using The Accountability Chart®, some of my clients use the Delegate and Elevate tool as an additional filter to ensure they get the right person on their “bus.”
During a job interview, the Delegate and Elevate tool can be a creative way to evaluate a candidate’s strengths and preferences. Then, compare those with the potential job responsibilities that correspond with the position you seek to fill. Here’s how you can use the Delegate and Elevate tool during the hiring process
1. Define the Role’s Quadrants
Before the interview, determine the tasks and responsibilities associated with your open position. Based on the ideal candidate profile, categorize them into the Delegate and Elevate quadrants: Love/Great, Like/Good, Don’t Like/Good, and Don’t Like/Not Good. Using the tool this way helps you identify which duties are essential for the role and necessitate high proficiency and enthusiasm.
2. Craft Interview Questions
Prepare interview questions that help you comprehend the candidate’s skills and passions. Ask about:
Past Experiences
Inquire about tasks they excelled at or enjoyed in previous roles and, likewise, things they realized weren’t for them. Compare these to the role’s quadrants.
Scenario-Based Tasks
Present hypothetical scenarios relevant to the job’s responsibilities. Observe how they would prioritize or handle specific tasks. Their answers can provide insight into their preferences and strengths.
3. Evaluate for Role Fit
Evaluate candidates’ responses against the role’s Love/Great and Like/Good quadrants. The ideal candidate should possess strengths and interests that correspond with these categories. This alignment suggests they will be effective and satisfied in their role.
4. Consider the Candidate’s Limitations
Pay attention to tasks in the candidate’s Don’t Like/Good quadrant. A candidate might be proficient in these areas but lack passion for them. Since this quadrant represents someone’s personal hell at work, evaluate whether these tasks are crucial to the role. If so, determine whether the candidate could potentially delegate them in the future.
5. Use Behavioral and Competency-Based Assessments
Incorporate assessments or exercises that evaluate the candidate’s competency in tasks from the Love/Great and Like/Good quadrants. This practical evaluation complements the interview discussions and provides a more holistic view of the candidate’s fit for the role.
6. Discuss Growth and Development Opportunities
Discuss how the role can evolve to further align with the candidate’s strengths and interests. Finding alignment helps evaluate the candidate’s long-term potential and demonstrates your commitment to their growth and satisfaction.
7. Feedback and Reflection
Post-interview, reflect on the candidate’s answers and your observations. Consider whether the candidate’s preferences and strengths can complement your team’s needs and culture. Also view this as an opportunity to consider the team dynamics. How could this new role enable others to delegate tasks to elevate themselves?
Hiring for the Greater Good
By utilizing the Delegate and Elevate tool in this way, you can significantly improve your hiring process. It ensures that you evaluate candidates based on their current skills and consider their potential for growth, passion for the work, and overall fit within the team and organization.
YOUR PRIVACY CHOICES