|Applicants have educated themselves on the insider tips for winning the interviewing game with a plethora of resources available online. Add to it the increasing difficulty in obtaining reference information and candidate's who are well educated and well rehearsed, interviewers are legitimately baffled at how to separate the style from the substance. |
|No where else in a job can you have a 46% failure rate and stay employed, however hiring managers are rarely measured on this key leadership competency. We offer workshops around the country on Smart Hiring and often meet interviewers who are superstitious about their interviewing and selection practices. Some examples:|
· The manager whose favorite question
was, "If you could be a soup, what soup would you be?"
· The manager who said that she refuses to hire the first person that she interviews because "What are the odds that the first person I interview will be The One?" · The manager who watches the candidate walk in from the parking lot from their office and makes their hiring decision based on their gait.
There is no magic bullet. Many clients ask us if they can just give one test or ask one question that will reveal the person's true identity and the reality is that the key to better hiring comes down to 3 things:
1) utilizing an advanced interviewing technique to more accurately assess and select talent;
2) a planned competency-based, structured interview including prewritten interview questions;
3) A focus on the skills really relevant to the job and company culture.
The Benefits of a Talent Study
One way to know what skills are really relevant is by doing a talent study. Progressive organizations are identifying the key factors that their top performers share in common. A talent study will reveal what qualities, education, experience, personality types, career paths and emotional intelligence skills your superstars bring to the table.
The benefits of conducting a talent study go beyond interviewing and selection and include minimizing quantitative and qualitative losses stemming from employee turnover, developing and retaining your top performers, creating performance metrics, knowing your bench strength, raising the performance level of your "hiders" or "fence-sitters" and targeted recruiting that increases the odds of hiring right the first time.