We had a situation with one of our clients recently around interviewing and what basis are they really hiring on: personality/team fit or experience? Our question was simple: what’s more important to you because if it is personality then does your questioning bring this out?
Ask yourself: “what does this actually tell you about the prospective employee sat in front of you?”
What doesn’t work
Most companies use the competency-based questioning technique to carry out their interviews. The format is the usual “tell me a time when ekalyan…..” and unless you haven’t had an interview in the last 20 years, you’ll know what I’m on about.
There are lists of suitable answers on the Internet, there are coaching companies who will help candidates prepare dull responses to dull questions and it begs the question “what does this actually tell you about the prospective employee sat in front of you?”
You’ve got roughly an hour to get from zero to decision time which is also unrealistic. This is where we like to help our clients have a running start.
What does work
Tell us the key traits common to the people in your company or team. We will then produce a number of questions designed to probe these traits in a less obvious way. There are no right or wrong answers they are the true responses of the candidate and from that position, you know more about someone. You can score these responses and agree on what score should make the shortlist.
By the time the profiles on our short list arrive on the hiring managers’ desk the first screening has been done and immediately better, more informed decisions can be made. When that candidate arrives for their hour, you can reference their screening responses and probe further on WHY they answered the way they did.
We believe this to be a more productive use of everyone’s time. Questions that mean something, an interview that doesn’t feel like groundhog day and using a recruitment partner who adds value to the process.
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