Graduation is here and a new generation is entering the workforce (Generation Z) – I know, it seems crazy! We are just grasping the Millennials and now we have a new generation at our door step. Here are some interviewing tips from our President & CEO Bob Waller on what he looks for when hiring for AH, no matter the age or position of a potential new hire.
If you’re interviewing for your team or going in for an interview (I’m talking to you, new graduate) this is a must read.
1. When interviewing potential new hires, how do you determine if the individual will fit with the norms of AH?
At AH, we have seven core values that help me to frame some of my questions and determine if they would be a good culture fit with AH. For example, if they provide me with good examples of how they were flexible when interacting with clients or their fellow team members in their job experience, I know that their having an open mind will fit well with AH. If they show enthusiasm and share new ideas, I get a sense that they have an innovative spirit about them, which is another one of our core values.
I assess their knowledge, technical skills, and background based on the position they are interviewing for. I also love to see enthusiasm and a desire to do good things. If we are looking for a more senior position, I make sure they have leadership, strategic, and collaborative skills. In addition, they have to be confident, not cocky, in their abilities and also when talking to others. We work with a lot of different people – and it’s extremely important that they have the ability to not get flustered and stay calm and confident in “sticky” situations.
2. How do you determine what motivates a potential new hire?
In order to truly understand what motivates someone, I believe in simply asking them! Sometimes I find that people know what they want to do, or what makes them want to get out of bed, but they are never approached with an opportunity that gets them excited or motivated. The great thing about working at AH is that we definitely have an entrepreneurial spirit. If someone has an idea, or wants to try something new, senior leadership is very open to helping them embark on it.
When talking about motivation with a new hire, I often ask them for examples of how they introduced something new for one of their clients or in general at their current job. In addition, it’s important to get a sense of how they work best in a corporate environment – do they like more collaboration and working in a team or are they self-motivated and don’t require much supervision?
I also ask them about some of their interests outside of work. It’s often interesting to see if there are any similarities between what they like to do in and outside of work.
3. Recognizing that the individuals currently entering the work force have different career expectations, how do you motivate them to not only do what they are hired initially to do, but also determine what motivates them to want to stay at AH?
We have a lot of professional development opportunities at AH, so it’s important that they find a niche or area that they really enjoy and want to learn more about. There is a lot to explore and try, which hopefully keeps individuals interested and always striving to do and learn more. Lastly, I encourage our employees to grab a coffee or have lunch with colleagues outside of their department. It’s necessary to make relationships that are long lasting, and also they may discover a new passion they want to try and accomplish.
