What qualifies as an effective interview process?
Most hiring managers would agree that an effective interview yields the “right” candidate to fill a position, one with not only the right cognitive abilities and personality dimensions to fit the position, but also the right qualities to “fit” within your company’s organizational culture. Interview candidates will most likely be on their very best behavior while interviewing, but that might not tell you if they are the right fit for the position.
When the thought of a successful interview comes to mind, you might be inclined to think that the responsibility is all on the candidate, when in reality, just as much of the onus lies on the interviewer to prepare, structure and conduct the interview in a direction that will lead to an objective outcome for all parties concerned.
In addition to showing the proper degree of respect to the potential candidate during an interview, preparation, being clear about expectations and asking the right questions will go a long way toward finding the right person to fill the position.
Following are five “Must-Do’s” when preparing for and conducting an interview that yields the right results.
- Clarify your job descriptions and hiring criteria to identify what skills and behaviors are “must haves” for someone to be successful in the position.
- Equip your recruiters with assessment tools, and make sure they have ongoing support in using and interpreting them.
- See past interview bias and gain insights into “behind the scene” behaviors. There are behaviors like composure, trust, respect for management, even self-confidence that can be difficult to gauge in your brief interview time with a candidate.
- Be aware, there is a lot of “interview” coaching going on these days. If you don’t believe it, do a Google search and keep in mind that these easy to disguise behaviors are the ones that will come back to haunt you three months from the hire.
- Your end goal is to place people into positions where they can achieve their full potential. You may like a candidate, but they may fit better (skill-set and behaviorally) into a different position than you are interviewing them for. If this is the case, ask how flexible they are!
One question frequently asked of Windridge Consulting is – “How do we use assessments in a way that integrates well into our hiring and succession management practices?”
Everyone is on their best behavior in an interview, but what happens three months after hiring or promoting someone?
Effectively using assessments in your hiring and personnel development processes is about showing respect, paying attention to detail, and in making rationally formulated decisions, based on said assessments.
Since 2001, Windridge Consulting has consulted companies in improving their hiring practices and in matters of workforce development. We work with you to identify “best fit” candidates for the positions you are filling, at all levels – we also provide the necessary support and assessment expertise (certification, if desired) to help you develop your current workforce to their full potential.
Let’s work together to develop your assessment plan!