“We want to hire the best,”  a talent manager said to me.

I asked, “How do you define the ‘best’?”

“We look for candidates who have the education, skills and talents required for the job.”

“Do you discuss your company mission and core with candidates?”

“I don’t think we do.”

Well-known author and consultant, Simon Sinek, says “If you hire people who can do the job, they will work for you for money.  But if you hire people who believe what you believe, they will work for you with blood and sweat and tears.”

How can you determine if a candidate believes what you believe?  Traditional selection tools—resumes, interviews, reference checks—do not clearly identify candidates’ beliefs.

Try this.  Spend more time with candidates.  Take them to dinner. Get to know them.  Talk about common interests. Ask your high performers to spend time with candidates.  What do candidates know about your company’s purpose and core values?

If hired, use the probationary period (typically three to six months) to learn more about the new hire. If a new hire’s actions are not consistent with what you believe, it is better to acknowledge the misfit and let the person go.