The most successful organizations periodically audit and amend their business procedures for both compliance and effectiveness. By doing so, firms continuously improve their operations and retain a competitive edge. However, these audits often overlook one critical area: the interview and hiring process.
You might be thinking that your company’s interview and hiring process is perfectly fine -- that if it’s not broke, why fix it? However, best practices have changed over the years. Since your employees are the lifeblood of your organization, it’s a good idea to review what your hiring teams are doing -- and make any needed adjustments.
Let’s start by exploring the potential pitfalls of the traditional interview.
Interviews are a crucial component of the hiring process. However, if they’re not conducted strategically, they’re little more than a rehash of the candidate’s resume, with a few tired, ineffective questions peppered in. Questions like “what’s your greatest strength?” or “what’s your greatest weakness?” result in an answer that the candidate thinks you want to hear, yielding no useful insight into their projected performance.
Research shows that the best interview questions reveal how a prospective hire would handle a given situation based on how they’ve approached similar scenarios in the past. Implementing the behavioral interviewing technique, you ask the interviewee to recount specific stories from their work experience. Then, what they say reveals a lot about their personality and soft skills.
Some examples of behavioral-based interview questions include:
To compare candidates effectively and fairly, you must put all of them through an identical interview and hiring process. That means interviewers need to ask each person the same questions in the initial interview and score their responses according to a predetermined standard. A scoring rubric can help interviewers provide a consistent and fair interview experience for all job candidates.
Further reading: Need a little help refining your interview process? Check out our Resources Page for interview guides, interview question ideas, and more.
Depending on your firm’s procedures, your interview process may be long and tedious, requiring extensive candidate research and interaction. So, even though hiring the right people is a worthwhile pursuit, it can be draining. And, when you’re fatigued, you’re not an effective interviewer. You may rush through interviews, fail to process what candidates tell you, and make hasty hiring decisions -- a disservice to the candidates and your company.
You’re biased. We all are. Your personal experience and upbringing have cultivated long-standing beliefs about people. Unfortunately, your biases could cause you to hire -- or decline -- a candidate based on a hunch. The key is recognizing this fact and actively nipping those biases in the bud when they creep in.
So, how do you reduce fatigue, mitigate bias, and truly know your candidates so you can make informed fair hiring decisions? That’s where a behavioral assessment comes in. The assessment takes an inventory of each candidate’s traits, compares it to your current high performers' benchmark data, and translates the findings into useful insight about the candidate’s predicted performance. If administered at the beginning of the hiring process, a behavioral assessment can help you:
Omnia offers an easy-to-implement behavioral assessment so you can get started right away. Results are instant, digestible, and actionable. If you want even more insight, our team can provide you with an in-depth analysis of your assessment data. Remember: we’re here to help you improve your hiring and interview process so that your company continues to thrive!
If you haven’t looked at your hiring or interview process in a while, chances are it could use some help. When implemented together, behavioral interviewing techniques and behavioral assessments provide you with more reliable and valid information than the standard interview. And behavioral assessments reduce interviewer bias and fatigue. That means your hiring and interview process is more efficient, fairer and results in better quality hire for your organization. Talk about a win-win-win!
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