The Three-Step Interview Process

Interviews by themselves are not sufficient for thoroughly realizing your connection with a potential candidate. It takes at least three of the following steps before you can even scratch the surface:

Vocational Interview – classic meet and greet to dissect the position together.
Social Interview – drinks, meal, exercise or games to test a cultural fit.
Portfolio – collect samples of past work like writing, formulas, apps, design, etc.
Shadowing – an observational half-day tour of the office, team and work ahead.
Co-Piloting – a hands-on tour of the job, shared and observed in part by an employee.
Contract Work – full trial of a person’s skills and autonomy to complete a project.
References – a second opinion from people who worked with the candidate before.

The more involved your interview process is, the better. Candidates who make it through show true dedication to the position ahead. There’s always a way to work with someone in advance of hiring them, even if it means tours or co-piloting after hours or remotely.

You Can’t Buy a Dreamer

Every person may have a price, but the dreamer can never give you 100% unless you enable the dream. He or she may give you all the effort and energy available, but it’s not everything. You cannot squeeze every last drop from a man or woman whose heart lies elsewhere. Dreamers are not satisfied by a paycheck alone; they crave higher purpose. Stifling or shattering the dream only makes things worse.

As a leader, you should investigate your team’s dreams. Interview for and understand them. Dreamers and goal-oriented individuals share eagerly. If you want a culture full of yes-people, hire people without dreams. If you want a culture full of dynamic human beings that can take you to the next level, hire dreamers and foster dreams.