How to Improve Interview Accuracy?
Interviewing accuracy and success in most organizations is horrific.
It doesn’t matter what the role is, where it’s located, or what level in your organization. Mistakes and errors lead to horrible and costly mistakes in selecting the wrong candidate.
One technique that I’ve been suggesting on the speaking circuit lately as part of my hiring presentation is to get candidates to “show” you want they can do vs. talking about it in an artificial environment answering the 20 standard, stupid, innane, canned interview questions that have no correlation to performance on the job.
Here are some examples:
If you’re hiring a customer service rep – most of that interview should be role-playing with imaginary phones the typical conversations your reps have now with customers.
If you’re hiring a welder, instead of talking about welding – give them a series of welds that reflect 80 percent of the work they would every day.
If you’re hiring a junior acccountant or bookkeeper, and one of their primary responsibilities is to do a monthly bank reconciliation – then put them in a room with excel and your bank statement and make them reconcile it.
Members who are incorporating this physical element of “putting the candidate in the job” before they hire them are experiencing a tremendous boost in the accuracy of validating the candidate can do the job.
EVERY interview at EVERY level in the organization should have at least 25% of the interview be physical tests of “showing” the application of skills, role-plays, situational examples and case studies, and homework assignments.
Do you have members who have finally reached the point of frustration, desperation, or despair, when it comes to trying to measure whether a candidate can achieve expectations, performance, or KPIs – then please pass this hiring tip along to them. Don’t forget to remind them about their TALK coupon if they’ve not yet taken advantage of speaking with me about improving their hiring process.
Wishing your members much success (not luck) in interviewing and selecting great employees,
Barry Deutsch
IMPACT Hiring Solutions