
Psychology & Hiring Employees
The most seasoned employers struggle with the hiring process….how to ask the right interview questions, how to assess fit with the culture, and how to figure out elegant compensation structures. The dilemma takes on meaning when people are seeking trusted individuals who will guide teams and possibly the direction of the company.
Fundamental Questions About Candidate Fit

♦ Do I trust the applicant’s integrity?
♦ Is this a “difficult person?”
♦ Is the applicant self-aware?
♦ Is the applicant emotionally stable?

♦ Will this applicant gel with the team?
♦ Does this applicant speak well of others?
♦ Can this applicant be a team player?
♦ Does this person have the required soft skills?

♦ Do we need someone “good enough” or excellent?
♦ Does this applicant have the intellectual acuity we want?
♦ Will this person fill a current gap only or will s/he grow into a larger role?
The 7 Commandments of Hiring
COMMANDMENTS OF HIRING
♦ Thou shalt not take hiring risks unless you are excellent at firing fast.
♦ Thou shalt not show all of your cards on the job posting.
♦ Thou shalt not hire if you have a knot in your stomach or if one of your key team members has a major concern.
♦ Thou shalt not hire with the assumption that people can acquire skill-sets that they do not have.
♦ Thou shalt not ask leading interview questions.
♦ Thou shalt not assume skill sets because you like someone.
♦ Thou shalt not expect to get everything in one person, unless they have IT. You will pay for IT.
Consulting for Important Hires
Foundational Aspects of Hiring Consultation
1. Dr. Groff learns who you are and what you need.
2. Ensures that you have the right questions to assess critical characteristics.
3. Assesses the applicants
4. Collaborates on impressions and makes recommendations.
5. Characteristics assessed regardless of the position:
- Personality
- Primary Motivators
- Integrity
- Ways of Working
- Leadership Capacity
- Cultural Fit
- NeuroCognitive Skill sets
Customized Aspects of Hiring Consultation
1. Mode of Assessment
Dr. Groff has reviewed resumes, online presences, applications, sat in on interviews, and held initial phone screenings. Any or all of these modalities provide information to reject candidates or move them further along.
2. Mode of Communication
Phone conversations, video and in-person meetings, and shared spreadsheets for applicant tracking facilitate a smooth communication flow, but are tailored to the systems already in use or convenient for the client.
3. Budget
The stakes at hand and what is most useful to you impact your financial spend. Alternately, you can determine a budget that fits your needs, and I can suggest a path forward that stays within that.
Hiring Help - Phone Consult
If you are interested in hiring consultation services, complete this form. From there, Dr. Groff will reach out to you to schedule a conversation
Coming Soon - Hiring Guide
Dr. Groff is working on a guide for hiring that focuses on the more difficult characteristics to assess in people. It provides what to watch for, the rationale for its importance, and specific questions and tactics.