Recruiting and Staffing

Hiring Wisdom: How to Make Better Hiring Decisions in 3 Steps

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The following are best practices and proven techniques to help you make better hiring decisions:

1. There are two parts to every interview: Gathering information and evaluating that information and, to the best of your ability, you need to keep them separate. The tendency is for one “bad” answer to negatively skew the interviewer’s perception of all subsequent answers.

On the other hand, one “perfect” answer can make the interviewer overlook faults or inconsistencies in later answers. The answers to interview questions should stand alone and not be evaluated until the interview is complete.

2. Rather than rely on your notes and memory, create a standard-ized Interview Evaluation Form that covers the traits, talents, skills, attitudes and abilities that are important to success on the job and complete one immediately after each interview. (For a sample of the Humetrics’ Interview Rating Form, email lhamel@melkleiman.com with “IRF” in the subject line.)

3. If your responsibilities include interviewing job applicants and sending those you deem worthy on to others to interview, keep your findings and your decision making process to yourself.

The fact that you’re passing the candidate on is your tacit stamp of approval. It is not in your organization’s best interests to let subsequent interviewers know beforehand your evaluation of the candidate’s strengths and weaknesses because your opinions will influence what the next person asks, hears, and sees when he or she interviews the candidate.

Just as the answer to every interview question needs to be weighed on its own merits before you consider how the applicant did overall, every interview needs to be evaluated independently.

Once the interviews are complete, the interviewers can then share their findings and opinions and reach a less biased consensus.

This was originally published on Mel Kleiman’s Humetrics blog.

Mel Kleiman, CSP, is an internationally-known authority on recruiting, selecting, and hiring hourly employees. He has been the president of Humetrics since 1976 and has over 30 years of practical experience, research, consulting and professional speaking work to his credit. Contact him at mkleiman@humetrics.com.
  • http://twitter.com/sparkhire Spark Hire

    Great post on how to keep the interview process more standardized. Another great way to do this is through the use of video interviews. Using one-way video interviews, employers can pose written questions to job applicants they answer on video. Best of all, employers can save their questions and use a standardized set of questions for every candidate. This will allow them to be more easily weighed in a systematic approach against each other.