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Stellen Sie niemanden aufgrund seines Lebenslaufs ein

Höhere Abschlüsse oder jahrelange Erfahrung sind nicht immer ein guter Indikator für zukünftigen Erfolg. Worauf sollten Sie stattdessen achten?

Wenn Sie jemanden für eine Stelle einstellen, ist es normal, dass Sie Ihre Entscheidung auf der Grundlage des Lebenslaufs der Bewerber treffen. Aber Erfahrung ist nicht immer ein guter Indikator für die Zukunft. Stattdessen ist es wichtig, Einstellungen aufgrund des Verhaltens vorzunehmen, was einen anderen Einstellungsprozess und eine andere Denkweise erfordert, sagt Omar L. Harris, Autor von Be a J.E.D.I. Leader, Not a Boss: Leadership in the Era of Corporate Social Justice, Equity, Diversity, and Inclusion.

„Oft fragen wir nach höheren Abschlüssen oder bestimmten Erfahrungsjahren, aber nichts davon ist letztendlich relevant“, sagt er. „Sie können wahrscheinlich in Ihrem eigenen Unternehmen Beispiele von Leuten finden, die weit weniger Erfahrung hatten, als Sie in einer Stellenbeschreibung verlangen, aber sie haben die Arbeit gelernt und wurden dann mit der Zeit richtig gut darin.“ Genau das zeigt, dass man Menschen aus beinahe allen Bereichen des Lebens einstellen und ihnen helfen kann, sich zu entwickeln.

Verhaltensweisen statt Erfahrung

Willkürliche Qualifikationen und ein bestimmtes Maß an Erfahrung sind kein objektiver Maßstab dafür, wie jemand seine Arbeit machen wird. Stattdessen sollten Manager laut Harris den Einstellungsprozess überdenken, zu den Grundlagen zurückkehren und die Stellenausschreibungen neu prüfen.

Überlegen Sie, was die wahren Anforderungen für die Stelle sind. Und dann suchen Sie nach genau den Verhaltensweisen, die jemand braucht, um hier erfolgreich zu sein, anstatt nach der Ausbildung oder der Erfahrung. Denken Sie dabei daran, dass die meiste Arbeit heutzutage in Zusammenarbeit mit Teams und nicht mit einzelnen Superstars geleistet wird.

Harris schlägt auch vor, sich intern die leistungsstärksten Teams und Mitarbeiter anzuschauen und zu analysieren, was sie so wertvoll macht. Suchen Sie dann nach Mitarbeitern, die ähnliche Verhaltensweisen an den Tag legen, beispielsweise Leidenschaft für die Arbeit, das Unternehmen und den Zweck der Organisation.

Sie brauchen Mitarbeiter, die lösungsorientiert und nicht problemorientiert sind, solche, die reif genug sind, um mit den unvermeidlichen Konflikten, die bei der Arbeit auftreten, umzugehen. Im Grunde genommen geht es um Menschen, die die Ausdauer haben zu arbeiten, um die Arbeit zu erledigen. Suchen Sie bei Ihren Bewerbern von Anfang an nach einer „high-performance DNA“, anstatt sich auf den Stammbaum oder frühere Erfahrungen zu konzentrieren, die Aufschluss darüber geben könnten, was jemand in Ihrem Unternehmen leisten wird.

Dreistufiger Einstellungsprozess

Sobald Sie Ihre Suche von der Erfahrung auf die Eigenschaften verlagert haben, empfiehlt Harris einen dreistufigen Einstellungsprozess. Der erste Schritt ist das HR-Screening, bei dem sichergestellt wird, dass der Kandidat über die erforderliche Mindesterfahrung verfügt, um die Aufgabe zu erfüllen. Zwar sollte die Erfahrung − wie bereits erwähnt − nicht im Vordergrund stehen, doch sollten die Bewerber natürlich über grundlegende Fähigkeiten verfügen.

Im nächsten Schritt, dem Vorstellungsgespräch, stellt Harris den Bewerbern Fragen zur Lösung bestimmter Probleme, die bei der Arbeit auftreten können. „In 20 Minuten sehen Sie, wie schnell Ihre Bewerber denken können“, sagt er. „Sie sehen sie in der Rolle und wie sie Probleme lösen würden, die für Ihr Unternehmen relevant sind.“

Der letzte Schritt ist das, was Harris das „WHOM-Interview“ nennt, das für Arbeitsethik, Herz, Optimismus und Reife steht (W = work-ethic, H = heart, O = optimism, M =maturity). Bei der Einstellung auf der Grundlage von „WHOM“ werden Arbeitsethik, gemeinsames Ziel, Leidenschaft, Lösungsorientierung und Reife gegenüber früheren Erfahrungen und dem Bildungshintergrund bevorzugt.

In dieser Phase stellt Harris verhaltensbasierte Interviewfragen, anstatt den Bewerber zu bitten, seinen Lebenslauf zu ergänzen. Zum Beispiel: „Erzählen Sie mir von einer Situation, in der Sie einen Abgabetermin für ein Projekt hatten, Ihr Chef Sie aber bat, etwas zu tun, das Sie von Ihrer Arbeit abhielt. Wie haben Sie das gehandhabt?“ Oder „Erzählen Sie mir von einer Situation, in der Sie eng mit jemandem zusammenarbeiten mussten, der einen anderen Arbeitsstil hat als Sie. Wie haben Sie das hingekriegt?“ „Ich habe 32 Fragen, von denen ich 16 stelle und jede Antwort auf einer Skala von eins bis fünf bewerte“, sagt Harris.

Mit einem dreifachen Ansatz, bei dem das Verhalten im Vordergrund steht, können Sie sicherstellen, dass die Kandidaten die vorgeschriebenen Mindestanforderungen bei der Auswahl erfüllen. Sie bekommen einen Eindruck, wie sie bei der Arbeit sind und einen Geschäftsfall angehen werden. Ohne allzu großes Augenmerk auf den Lebenslauf zu legen, können Sie den Menschen, den Sie einstellen möchten, sehen, wie er wirklich ist.

fastcompany.com

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