You probably mentioned in your job post that you’re looking for a “team player”, and after publishing your post, you’re probably receiving plenty of resumes from candidates who describe themselves using this term. Chances are, just about every application you receive will use the word “team” at least once, and maybe several times. “Team players” are everywhere. And of course there’s no universal consensus on what this term actually means. So how can you make sure you’re selecting candidates who hold the specific team skills you’re looking for? Here are a few quick tips.
Ask, then check for alignment.
During the interview, ask your candidate to tell you a story. For example, try: “Tell me about a time on the job when you had to demonstrate team skills,” or: “Tell me a story that demonstrates what teamwork means to you.” Let the candidate think for a minute before answering, and compare what she says with your own definition of teamwork. See how well they line up.
Be clear, not vague.
Vague statements might seem safe and appealing in the interview setting, but they really just waste your time and contribute to bad decision making on both sides of the table. As far as possible, be clear and honest with your candidate. If you want someone who will keep quiet about company wrongdoing and execute questionable orders obediently, don’t call this “teamwork”. Call it something else. If you want a candidate who will work long hours and show up on weekends, don’t say you want a “team player”. Say you need someone who can work long hours and show up on weekends.
Teamwork may or may not make the dream work.
How will dedication to a “team” help your candidate, the company, or both? Some employers staff positions in the face of long term projects that require an extended investment, and they need candidates who are willing to stay in their seats for the next several years. Energetic, ambitious candidates who are contributing to teams left and right and working their way quickly up the ladder may not want to park here for very long. They’re great with teams, and their contributions are invaluable…but when the winds change and it’s time to move on, they shift team loyalties as well. Will this kind of teamwork work for you? If not, find out now. If so, make sure your ambitious candidate knows that staying on board for a while will be worth the sacrifice.
For more on how to define “teamwork” and “team players” for your candidate, your hiring partners, your recruiter and yourself, reaching to staffing experts at PSU.