Is This The Right Candidate? pt 3, 4 Box technique
This article is the third in a series that looks at how to feel confident that you are hiring the right candidate. The first two looked at the importance of clarifying what you’re looking for, feeling that you have overturned every stone, and working with a recruiter who knows the industry. Now, we turn to a specific technique for ensuring that all decision makers are on the same page so that every interview is maximized, time is not wasted, communication is clear and concise, and the hiring process moves efficiently to the end game of making a hire.
A 4 Box is a common tool implemented by HR departments. I’ve encountered many iterations of it over the years. It is popular because it is simple and straight forward. The worst possible scenario to be in from a hiring perspective is to have just spent weeks interviewing candidates and then the 3-4 people who make the decision aren’t on the same page. In fact, I’ve even asked a group of executives if they are all hiring for the same position! How could this much time be spent sourcing for candidates and having interviews when the leadership team can’t even have an apples to apples conversation?
In order to implement a 4 Box, first start with getting everyone who will have a say in the hiring process together. There are many templates for this but the basic set up is that everyone gets a form which features a large box cut vertically and horizontally to create, surprise, four boxes. Each box has a space for a title at the top. That title represents one of 4 key components that this individual must have. Underneath each are 4 criteria, starting with the most important at the top, that will be used to measure the desired attribute. The importance of investing time and energy into establishing the criteria cannot be overestimated: it is critical! Make sure the group agrees to the desired components and the way by which they will be measured. Each of the 4 criteria will receive a score of 1-5 and then they are totaled for each candidate. The forms are then shared after interviews, further discussion is conducted, hurdles are easily leapt over, and pitfalls are averted!
This technique can vary position by position and executive level positions may require an additional box or two. However, this should never exceed 5 or 6 boxes or the issue of the process becoming convoluted will rear its ugly head. If you would like additional help with this, please feel free to reach out.
