All Things New Ventures

Track Record Matters

After 20 years of successful team building, I’ve learned that a candidate’s track record is the most
important key in recruiting top talent. This insight shapes my approach to recruiting exceptional salespeople, operations staff, and executives. A person’s track record tells the truth about who they are. Anyone can talk about how great they are, few can prove it. It’s tough to change your track record and it reflects your consistency, competitive drive and ability to get real results over time and across different companies.

Here is the All Things New Ventures 3-step interviewing methodology, developed from this insight, it is simple yet effective:

The Track Record Interview

The first interview focuses on understanding the candidate’s track record. Begin with their first job,
exploring how they started their career journey. Then delve into detailed questions about each of their roles, rankings within departments, and reasons for leaving each job.

Ask, “At this job, how many people were doing a similar role to you?” pay attention to their response.

  • If a candidate quickly states, “There were three others, and I was number one,” this indicates confidence and a clear understanding of their standing. It suggests they are results-driven and aware of their achievements.
  • A nervous or evasive response, such as, “Why do you ask?” or “I don’t know,” could imply a lack of self-awareness or discomfort with competitive environments. This might signal that they’re not used to measuring their performance against others, which could be a red flag in highly competitive roles.
  • An honest, thoughtful answer, like, “There were ten of us, and I believe I was around the middle but improving steadily,” shows self-awareness and a willingness to be candid about their abilities. This can be a positive trait, indicating potential for growth and a realistic self-assessment.

Follow up with, “When I call your manager at that former job and ask them “how did you rank compared to the other people doing that job?”, how will they respond?”

  • A response like, “My manager would say I was in the top 10%,” indicates high-performance track record and a good relationship with their manager. It’s also a sign they left on good terms and with a strong reputation.
  • If they seem unsure or say, “My manager might not have noticed my work,” it could point to a lack of visibility or recognition in their previous role. This might mean they struggled to stand out or weren’t proactive in communicating their achievements or had a bad track record.
  • A response such as, “I was not at the top but consistently improving and taking on more responsibilities,” suggests a trajectory of growth and a willingness to develop, which can be vital in dynamic roles requiring adaptability and learning.

Ask, “Why did you leave that job and how did you get your next job?”

  • This question is crucial. Look for responses that indicate a desire for growth, new challenges, or an improvement in work conditions.
  • Avoid candidates who focus solely on negative aspects of their previous jobs.

Repeat asking these 3 Track Record Questions throughout their entire resume for every job they have had. Understanding these nuances helps you gauge not just their past performance but also their self- awareness, confidence, and potential for growth. This deep dive into their professional performance history compared to their peers offers a comprehensive picture of the candidates Track Record, beyond just their resume and them selling you on how great they are. Incorporating these insights into the interview process ensures a thorough understanding of the candidates’ backgrounds and mindsets, enhancing your ability to select those who are not just skilled but also the right fit for your company’s culture and growth trajectory.

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