This may seem an odd time to discuss hiring or the power of any hiring process. Now’s the time, we’re told, to cut back, to delay new employees, and hunker down until this storm is over.
But there are others with perhaps a broader view, who see opportunity where others see obstacles. The opportunity now is the growing number of talented, motivated, skilled people who want to join your company. Some could be leaders. Some, not.
So many of both in fact, that the challenge becomes how do you filter their numbers. How do you filter for leaders? And, at the same time, how do you filter out those who are practiced interviewers and can break your company.
The CIDS interview process may be your answer. It has been in the past for me. That's why I share it here.
What does CIDS stand for? What is the CIDS interview process?
The CIDS interview process was created by Brad Smart and explained in detail in his book: The Smart Interviewer: Tools and Techniques for Hiring the Best.
CIDS stands for Chronological In-Depth Survey. Its purpose is to survey your prospective leader to discover their patterns of decision-making as they were made chronologically over their education and career.
Surveying decisions, chronologically, reveals the tendencies in handling change, collaboration, team-work or individual focus, learning from mistakes, communication, decision-making, working together with leadership, recognizing opportunities and overcoming obstacles, their ability to grow, set goals and accomplish them and help others do the same. They reveal their ethical bias or lack.
CIDS is the equivalent of an essay exam compared to the standardized interview questions at companies. And the results are can be the same. Standardized tests in our schools insist students memorize standardized skills that best fit a standardized world with standardized jobs. Testing prospective employees with standardized interview questions is a great way to find standardized personalities to fill standardized positions. It's a process that finds cogs to fill cubicle slots.
Leaders on the other hand are those who may not fit in a cubicle. Communication and vision and listening skills and talents and passions are the domain of leaders. And standardized tests both fail to develop them and fail to identify them. That's why standardized interview questions...fail to find leaders.
CIDS is the essay exam equivalent for your interviewees. It's questions and structure require thoughtful responses, self-inquiry, introspection, vision and integrity. Communication, open and engaging, is needed to answer. Communication includes 2 parts listening, 1 part answering.
CIDS, surveys to find leaders. Leaders your company needs to grow, to innovate, to find solutions.
I’ve used it with 100% success: 3 great hires; 1 bad hire avoided. And I’ve outlined its use in the context of your interview process in my free ebook: The Collaborative Hiring Process. By free, I mean, it's free; not even an email is required.
Now, isn’t the time to hire employees. No. Now’s the time to recruit and find leaders for your company. CIDS is the process.
Brad Smart's Topgrading site has tons of free resources, regular tips and announcements of his very powerful daylong event where you can learn about CIDS and Topgrading methodology where you can insure your company recruits and keeps A players, aka, leaders.
If you want to know more ways to engage with your employees, my book RECOGNIZE THEM: 52 Ways to Recognize Your Employees in Ways They Value offers 52 ways to recognize your employees, easy exercises to reinforce those habits and skills and inspirational quotes to keep you going.