Look for past behavior as a predictor of future performance from "summary" of Who by Geoff Smart,Randy Street
When evaluating a candidate for a job, it's crucial to remember that past behavior is a reliable indicator of future performance. By examining how someone has acted in similar situations in the past, we can gain valuable insights into how they are likely to behave in the future. This approach is based on the idea that people tend to repeat patterns of behavior over time. When assessing a candidate's past behavior, it's important to focus on concrete examples rather than vague generalizations. Look for specific instances where the candidate demonstrated the skills and qualities that are important for the role. For example, if you're hiring for a sales position, you might want to ask the candidate to describe a time when they successfully closed a difficult sale. In addition to looking at past behavior, it's also important to consider the context in which that behavior occurred. People may behave differently in different situations, so it's important to understand the circumstances that led to a particular behavior. For example, if a candidate struggled in a previous role, it's important to understand the factors that may have contributed to their lack of success. It's also important to remember that people can change over time. While past behavior is a good indicator of future performance, it's not a guarantee. People can learn from their mistakes and improve their skills and abilities. It's important to give candidates the opportunity to demonstrate how they have grown and developed over time.- When evaluating candidates for a job, it's important to look for past behavior as a predictor of future performance. By examining concrete examples of a candidate's behavior in the past, considering the context in which that behavior occurred, and allowing for the possibility of growth and change, we can make more informed hiring decisions.
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