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Is Your Interview Process Costing You?

Harvard Business Review indicates that as much as 80% of employee turnover is due to bad hiring decisions. That percentage is staggering, especially when you consider all the negative effects and organizational disruption even one bad hiring decision can have on an organization or project’s cost, productivity and morale. Two of the top factors leading to failed hires are: 1) candidates have a poor skill match and 2) candidates don’t fit into an organization’s culture. Based on this research, one can conclude that the interview vetting process is significantly important when finding and hiring top talent.

The interview process mattersinterview tips

Does your interview process support hiring top talent? Leading organizations know that the interview vetting process is key to making a successful hire. At Management Solutions, we consider hiring top talent a cornerstone of our business and have built intellectual property around how we interview and hire, to drive alignment from a candidate and organizational perspective.  Based on that, here are four tips to help you step up your organization’s interview game.

4 Key Tips for Excellence in Interviewing

  1. Position Description. Position Description. Position Description. The first step to effectively interviewing a candidate is to have a strong understanding of the position for which you are hiring. A clearly defined position description sets the stage for conducting meaning/impactful interviews. Great position descriptions include the specific responsibilities the person will be performing, key qualifications, expectations around the role, and character/cultural attributes.
  2.  Determine Who Is Involved the Interview Process. After you have the role clearly defined and the position description developed, list out key stakeholders that need to be involved in the interview process, define their roles as it relates to the interview, and define outcomes needed to collaborate for a hiring decision.
  3.  Develop a question set for the interview. Benjamin Franklin once said, “By failing to prepare, you are preparing to fail.” The same thing holds true when developing the construct of a great interview. Develop a question set that focuses on the position to which you are hiring. Questions should focus on ability and specificity around the candidates’ experience.
  4. Evaluate, Debrief & Collaborate. Lastly, after the candidate has made it through the interview process, you need to determine if they are the right fit for your organization. The best way to do that is to set up an evaluation framework, and schedule a debrief to collaborate on the hiring decision based inputs from those stakeholders involved in the hiring decision.

 

Bringing It In for a Recap

The stakes are high for organizations when it comes to the vetting process. An effective interviewing strategy that’s based on a clear understanding of the role, who is involved in the interview and decision making process, preparing for the actual interview, and developing an evaluation framework will set you on your way to hiring top talent.

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Diana Osborne

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