Should we reevaluate the interview
process? Jack Welch, former CEO of
General Electric, initially struggled with interviewing and took time to
improve. But not everyone has that
luxury. Do we really need multiple
interviewers? It can be costly and lead
to biased decisions, like rejecting an applicant for an innocuous pronoun. This wastes time and resources, potentially
missing out on great hires.
Why does it matter?
In a competitive talent market, finding
suitable people is challenging.
Attracting and retaining the right talent often takes a backseat. Some companies adopt a “hire anyone
available” approach, offering short-term solutions but creating long-term
problems. Conversely, companies that
prioritize their employees, understand them, and care for them thrive. For example, Patagonia maintains a low
attrition rate of 5%, while the US average prior to the pandemic was 42%,
recently rising to 47.2%. Surprisingly,
33% of surveyed employees quit within the first 90 days.
A survey in 2018 found that nearly 500
individuals quit within three months of starting a new job. About half of them cited a mismatch between
the job and their interview expectations.
Our aim is to help companies make better
hiring decisions. In one case, a client
requested an evaluation of a candidate for a specific role. We found the candidate adequate but not
exceptional. After a few months, the
client expressed dissatisfaction with the employee’s performance. Upon investigation, we discovered a
discrepancy between the client’s requirements and the actual needs due to a
poorly defined job description. We
offered to mediate with the employee, and it became clear that the employee was
unaware of the job expectations.
Eventually, the employee chose to quit upon realizing the
misalignment. This situation raises the
question of why the employee was unaware of the expectations.
The hiring process should focus on
specifying talent requirements and assessing fit. Specifying talent is straightforward and can
be easily validated. Fit assessment is
more challenging and often leads to hiring failures. Relying solely on interviews, a subjective
process, for fit assessment is inadequate.
Resumes help assess education, skills, and
experience, but applicants often exaggerate or lie to some extent. Fit assessment is where the process often
breaks down. An impressive resume may
mislead and lead to biased decisions.
So, what can we do?
Using validated assessments is a step in
the right direction. Choosing
appropriate assessments and interpreting them correctly is crucial. Clear job descriptions that outline
expectations and success metrics are essential.
Creating benchmarks to measure candidates against is important but
requires effort. This approach makes the
process faster and more accurate.
Data plays a crucial role. Gathering relevant data before interviews and
objectively prioritizing the best candidate can significantly improve
outcomes. Save the interview for the
final stage, eliminating the need for a screening interview. Reserve it for your best interviewer,
focusing on talent and fit. Building
effective teams relies on talent, fit, analysis, and training.
All of the above is encompassed in
HireSense. Screening for fit saves time,
reduces costs, and yields better results.
It requires attention to detail.
How about a no-risk, no-cost option to
give it a try? Schedule a short demo at https://calendly.com/michael-579/60min