A bold approach to hiring: CEO Steven Bartlett's unique strategy.
In a recent podcast appearance, CEO Steven Bartlett revealed a fascinating insight into his hiring process. He shared that he administers a 35-question "culture test" to job candidates, and there's one particular question that only 7% of people get right. But here's where it gets controversial...
Bartlett believes this question, which revolves around problem-solving and innovation, is a powerful indicator of a potential employee's character and their ability to think outside the box. The question, which stems from Bartlett's own company experience, challenges candidates to consider the root cause of a problem rather than accepting the status quo.
"There's an event that's six weeks away, and an important supplier said they won't be able to get you the things you need in time. The options are either scale back the event, push back the date, or ask why it takes six weeks."
Most people, according to Bartlett, would choose to scale back or push back the event. However, the CEO argues that the best course of action is to ask why it takes six weeks, as this demonstrates a willingness to challenge assumptions and find creative solutions.
"It's so crazy that only 7% of people click that button, but it's the right thing to do!" Bartlett exclaimed.
And this is the part most people miss: Bartlett's approach is a departure from the traditional resume-based hiring process. He prioritizes character traits over job skills, believing that skills can be learned, but character is innate.
Bartlett's "Culture Test" has since become a company in itself, with the CEO emphasizing the importance of hiring employees who fit the company's vibe. This, he argues, leads to loyal, happy employees and increased productivity.
But is this approach universally applicable? With job dissatisfaction and burnout on the rise, Bartlett's strategy certainly makes sense. However, many workers feel that their managers and bosses are breeding dissatisfaction rather than creating an environment where they can thrive.
A Gallup survey found that employees have given up on loyalty being rewarded, citing a lack of belonging and poor leadership as reasons for their detachment. So, what makes employees feel like they belong? A culture that suits their character and personality, just as Bartlett suggests.
In today's job market, employees don't want to search for work endlessly. They want to feel valued and taken care of. Companies that hire based on who will thrive, rather than focusing solely on qualifications and experience, are more likely to retain their employees long-term.
So, the next time you're faced with a challenging problem, remember Bartlett's question. Asking "why" can lead to innovative solutions and a deeper understanding of the issues at hand. It's a simple yet powerful tool that can make a difference in both your personal and professional life.
