Many brilliant minds are at work too make interviewing and hiring easier and more efficient for hiring organizations and candidates.. This includes toolsets using Serious Games technology like Gravitalent, and applications that look more like Tindr than Monster like nspire. But, new the technology and techniques won’t help you if you do not have a results driven interview process. This begins with defining the job requirements and carries through until a hire is made.
Below, you will see a few small changes that can be made to assure that you hire better and faster. Many of these changes go against typical human behavior which is averse to risk (like making a bad hire) and taxed by decision making. This requires managers to take responsibility for outcomes and possibly step outside of their comfort zones.
When building out the job requirement, avoid cutting and pasting an old description, unless the role has not changed in the months or years since the last hire was made. It’s tempting for a busy manager to stick with what worked last time, but this small act can yield dozens of unfit candidates, hours of wasted productivity from everyone involved in interviewing, and eventually changing the requirements anyway.
If you have delegated prescreening to another team member, and are dissatisfied with the candidates you are seeing, the blame falls on you. It is time to re-scope the job or assure that your prescreening recruiter or HR person understands the role. Again, failure to assure this adds days and weeks onto your interviewing process, and no amount of topgrading will help you succeed. If you are the person conducting the prescreen, it is time to gently push back on the person who has assigned you the task.
Make sure the right team members are involved in the interview process, and avoid large team interviews if you can. If you involve too many employees, you may only hire “middle of the road” candidates that appeal to everyone, which does not add idea diversity to your team. Furthermore, you will find decision making will stall as you attempt to obtain feedback from all of the team members, and dissenting team members may skew the feedback and slows down hiring.
Try to avoid the typical interview questions. People are at best, prepared to answer them and at worst completely thrown off. Asking a candidate about their greatest weakness becomes a waste of everyone’s time and adds little value to the interview. Instead, focus on the nuances and challenges of the job. Share the challenges with the candidate and evaluate how they would solve them. Look for the qualities that you have found in your top performing employees, and tailor your questions to discover those qualities in your candidates.
Lastly, try to make the interview a positive experience for all parties. A Tilt365 evaluation or a game of Gravitalent (mentioned above) may be fun for the candidate but if you have followed the advice above for crafting a requirement and pre-screening, you should have someone with industry experience and good ideas sitting across the table from you. Share your business or industry challenges with them and take notes on their ideas It’s a networking experience for both of you, so it makes sense to provide them feedback throughout instead of rapid firing questions. If you do end up hiring this candidate, they will remember that you valued their insight during the interview, which positions you better if they have multiple offers.
Thank you for taking the time to read. Please share your questions or best practices for interviewing and hiring below.