3 Hiring Lessons Learned From “The Voice”

By Natalie Pike,
October 15, 2014

So, I have a guilty pleasure. It’s a show called The Voice.  I’m sure you’ve all heard of the original singing competition show, American Idol. Four years ago, The Voice swooped in and stole the spotlight. Whether it’s the panel of insanely famous and popular coaches or the pure talent of the contestants, this show has it all.

The coaches pick teams of singers to compete against each other, however what makes this show different is that they aren’t allowed to physically see the participants before they’re chosen. While watching the beginning episodes of Season 7 last night, I realized how much hiring managers could learn from the show. 

Here are 3 things The Voice can teach hiring managers: 

1. Hold a “blind audition” 

Like I said, this show chooses the participants without knowing what they look like. This is how you should be interviewing. By using an interview scorecard, you eliminate any bias in the hiring process. Selecting a candidate based on what they look like isn’t going benefit your company. This is also why conducting a phone interview is a good first step in the process. Call them up and get a feel for their personality and experience before you meet them face-to-face. 

2. People want constructive criticism

The Voice also differs from other singing shows because the contestant can often select their own mentor. If they’re good enough, more than one coach will turn and vie for the participant’s pick. The coaches must “sell” themselves on why the singer should choose them. You can go one of two ways here. Maroon 5’s Adam Levine has it down to a tee. Instead of schmoozing the singers with compliments on how good their performance was, he gives them critical feedback on how he can make them better. The singers pick Adam almost every time. Same goes with how you should treat your employees. We all want people to be truthful with us. If your employee makes a mistake, bring it to their attention and explain what they can do to fix it for the future. This will not only help and please them, but it will also benefit the company as a whole. 

3. Trust is mandatory

This goes hand in hand with giving constructive criticism. You can’t do this without establishing trust and respect. HR pro, Tim Sackett said, “want your employees to ‘select’ you as their leader? Then make them a better version of who it is they want to be.” Build a foundation and relationship with your employees that make them feel comfortable expressing their concerns and opinions. Just like the relationship between a coach and contestant on The Voice, the relationship between you and your employee should be an open and trustworthy one. 

If you’re struggling with keeping your team together or hiring the right people, grab a bowl of popcorn and watch one episode of The Voice. Call me crazy, but just give it a shot. These four coaches can really teach you a thing or two about critical feedback, trust and employee engagement. 


About the Author

Natalie is the Marketing Strategist, responsible for knowing the ins and outs of the SMB Industry, educating prospects on hiring best practices and positioning Hireology as a thought leader in the SMB space. She started at Hireology in 2014, writing blogs, planning events and managing the various social media platforms. Prior to working in the “real world,” she attended Purdue University (Boiler Up!) majoring in Broadcast Communications and competing on the Women’s Water Polo Team.

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