Lookout for candidates who focus on how others posed obstacles, seem to deflect all blame and refuse to take any responsibility throughout their narrative, especially if this is across different experiences.
Teamwork is critical to the success in any organization. Strong team players can propel companies forward, increase productivity and improve culture. Yet, many recruiters spend very little time focusing on assessing team skills in their hiring mistakes. Here are some essential tips that ensure your next hire is an effective team player:
Listen carefully for soft cues
As the candidate talks through their background and achievements, is it more in terms of ‘we’ and ‘us’ or ‘me’ and ‘I’? Have they mentioned the contributions of others in achieving their goals? Also keep a lookout for candidates who focus on how others posed obstacles, seem to deflect all blame and refuse to take any responsibility throughout their narrative, especially if this is across different experiences. This is usually a red flag indicating they struggle to collaborate with their coworkers.
Ask the right questions
Certain interview questions can help you get further insights on how the candidate acts in team situations.Questions you can ask include:
Give me an example of when you disagreed with a colleague. How did you deal with it?
What do you believe makes a team successful? What role do you typically play in a team?
Give an example where you have worked together with different stakeholders to work to achieve an outcome. What made it successful?
Have you had to work with a virtual team? If yes, what did it require to build a strong team culture virtually?
Do thorough reference checking
Past performance can be the best indicator of a candidate’s ability to collaborate effectively as they would have already demonstrated their team skills in their previous roles. Ensure you focus on team skills systematically in your reference checking and ask about the candidate’s relationships with his peers, superiors and subordinates. Wherever possible, do a reference check with each of these stakeholders to get the full picture on the candidate’s relationship dynamics within teams.