Tincup and Tim Sackett: "A" Players Have Hickeys, But You Wouldn't Know That @ #HREvolution #HRHickeys

Here is your situation  

  1. You have 5 Candidates to consider for you new opening
  2. 1 of the lead candidates has been recruited away from you and has accepted a new position with Merck
  3. You have 4 candidates left and have to come to agreement on your choice for a new hire (in 6 minutes)

What do you do? How do you navigate the hiring process to achieve consensus in your hiring decision amongst your executive team?

How do you determine the "A" player and more importantly how do determine their #HRHickeys?

Via Tim Sackett: "Great candidates have hickeys" It's your responsibility to understand how that works within your organization?

The reality of the situation is that you need to understand the value of the hickey and how that defines the entire body of work the candidate presents.

I will admit in the end it was uncomfortable making the final decision to hire candidate 1 over candidate #4.

We ultimately looked at personal life situations that should not determine the candidates value.

How would the information below sway your decision?

Here were candidate #4's hickeys:

  1. Marital Status: Going through a big ugly divorce
  2. Family Dynamics: 4 kids under 6 years of age
  3. Source of candidate: internal referral
  4. Off the record information from her referral: The director of marketing has referred the candidate. Her husband had an affair and they are going through a big divorce. She left her post at Apple to start a family and has been out of the workforce since 2008 (5 years). She has no family in the area and he children are going through a big life change.

Does this sway your opinion in making hiring decisions?

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