OK, if you read this column last week then you know we took a break from the serious, day-to-day grind and wandered down Chuckle Ave. Maybe it’s the spring-like weather this week, but I could use a few more smiles. So, for your potential enjoyment and pleasure, here’s a glimpse at a different way to make hires.
First off, find a room in your building or plant that is windowless. No shelves or closets would also be nice. The best-case scenario would be four walls of equal lengths, a drab color and one door for in and out.
Then, go to one of our friendly home supply stores and buy 400 bricks. Color is completely up to you. Place the bricks in the room in a single pile. (This part is important.)
Schedule your interviews with potential hires and go through your normal procedures. Doesn’t matter if they fill out forms, do personality or aptitude tests. Just follow your routine. However, at the very end, take them to the enclosed room and give them 30 minutes.
Here’s what you can learn.
• If they have counted the bricks, put them in the accounting department. If they have counted them, created a spreadsheet on the lifespan of the bricks and determined the replacement costs, put them over the accounting department.
• If they counted the bricks, recounted the bricks and did it again a third time, put them in the audit department. Also, pay them an extra nickel because no one is going to like them.
• If they made weird designs with the bricks, or if they didn’t do anything except stare at the walls, put them in strategic planning.
• If they used the bricks and broke them into tiny little pieces while explaining that each piece actually goes onto a sector and that the information the bricks contain is impossible to retrieve, put them in IT and computer operations.
• If they fell asleep and didn’t do anything with the bricks, put them in security.
• If they tell you that they have great plans for the bricks but didn’t actually do anything with the bricks, put them in sales management.
• If they used the bricks to tear up the room, put them in engineering.
• If there is more than one and they use the bricks to throw at each other, put them in operations.
• If they leave without doing anything, put them in management.
• If they don’t leave, but don’t do anything whatsoever, put them in senior management.
Nope, it’s not a guaranteed way to find your best hires. But sadly, it’s a pretty good start.

Next week: More to come

Business Playbook is written by Tim Timmons. Timmons’ book, Coaching Success: Creating Champions for the Business World is available at www.tim-timmons.com.