The Neuroscience of Recruiting

Why do we make hiring and recruiting mistakes? Or even role assignment/placement mistakes?

Often it’s because we’re rushed, we don’t have a process that has been proven to be successful, or we don’t have a clear profile of who we truly need in a specific role.

But also it’s because we don’t leverage neuroscience.

The Proven 3 Step Process To Get The Right Person In The Right Role Every Time

So how do you get the right person in the right role? It’s actually easier than you think. It requires a proven process, and that you don’t cut corners.

Credit: Getty

1. Figure out where you are on the Inflection Point chart. See the chart below so you know the main people, money, model challenges, and opportunities your organization is in the midst of—and are around the corner. Look 1-2 years out and sketch out the org chart you’ll need. Some of our coaching clients prefer a 1 year and 3-year org chart. We help them develop the plan for the immediate hires (so they can achieve the 1-year org chart with everyone at solid performance), then we help them create the organizational infrastructure to support their next inflection point of growth.

2. Once you have clarified the roles you need, dive into who the right person truly is. For this you’ll need:

a. The leadership level appropriate for the role (how much ownership do you want them to take?) What makes sense for this role? Check here:

b. An impact description to ensure we know exactly what a great fit will be and what they’ll own. Here’s an example.

c. If the role is senior, map out their decision space (what exactly will they have decision authority over). Here are some examples.

All of the above will cause emotional engagement in the candidate’s brain: oxytocin (yes! These are my people! I’ve found them), serotonin (wow, does it feel good to know I’ve found my tribe), dopamine (I can’t wait to see what we create together!).

3. Make sure that your recruiting process is working. The following makes all the difference (and see the proof below):

a. Post the Impact Description I mentioned above – you’ll get fewer candidates, but they’ll be the right fit.

“From May 9 through July 8 we ran an ad online. We had 14 applicants, two people were interviewed, and zero people were hired.

Then we used STI‘s Impact Description format. Within *one week* we had 25 applicants, nine interviews, and seven very solid candidates. STI’s Impact Description format made all the difference!”

~ Justin Rodriguez

Talent Acquisition Manager, Principle Auto

b. Screen for Value Alignment digitally – if they aren’t aligned with your values, they won’t fit in with your culture. You can simply set up an auto-reply with 3-5 values questions and direct candidates to send the answers to a 2nd email address. When you read their answers to the values questions, you’ll know who’s aligned with you and who isn’t.

“We integrated your strategy for recruiting for value alignment and high accountability into our process. It worked out very well.

We had 70 applicants for the position. Each applicant received an email from us and requested that they answer some values questions. 25 out of 70 responded! 7 were contacted and brought in for interviews. 2 were brought back for more than 2 interviews and we just selected the candidate today.

I think this approach took 30 or more days off the process plus we calculate that the process saved us 60 team member-hours per candidate.

The process also gives you more insight into the individual and you feel you know them a lot better which takes the risk-off.”

~Steve Ostanek

President, Neundorfer, Inc.

c. Screen for safety, belonging, mattering, and meta programs. You’ll learn more by following the links I just mentioned, and here’s a quick summary:

To discover ...