Recruiting for Success – Interviewing
Recruiting for Success – Interviewing
Interviewing is an essential part of the recruitment process, but it’s also probably the most difficult part to make truly objective and unbiased. However, there are measures that organisations can take in order to have fair, values-based assessments that will promote inclusivity and improve their chances of selecting the ideal candidate.
Choosing the Interviewers
Like attracts like – candidates want to be able to envision themselves within your company. Plus, the more diverse your interview panel, the better it will be for your organisation too, as everyone looks for something different in candidates and could see potential where others cannot. Consider including people from other departments or those at different levels of seniority in order to encourage a wider perspective.
Removing Bias
Unconscious bias in its many forms interviewing is not only unfair and discriminatory but also leads to making poor hiring decisions and high turnover rates. Organisations with fair and inclusive recruitment practices are often more innovative and profitable and it therefore makes sense to eliminate interviewer bias and ensure that hiring decisions aren’t made based on gut feelings or hiring ‘in your own image’. This is especially vital if your company already lacks diversity.
Host unconscious bias training for not just your interviewers, but the wider organisation. You want your whole organisation to be open and inclusive and making everyone aware of their unconscious bias can improve your chances of success.
Structured Values-based Questions
Make sure there’s a well-defined interview process with clear questions so that every candidate can be assessed on the same criteria. Past behaviour is the best predictor of future performance; therefore, a critical part of any valid, reliable, and efficient interview should involve asking past behaviour questions. These should examine the values that are relevant to the role and your organisation and might include:
Time Management
Adaptability
Overcoming Challenges
Motivation & Values
Communication
Teamwork
Conflict Resolution
Focussing on the 'how' and 'why' an applicant makes choices in the workplace provides managers with a true understanding of, and insight into, candidates' values and behaviours, and how they are aligned with those of the organisation.
Keeping a Score
Consider using interview scorecards with clear scoring criteria, to help grade candidates make comparisons and reduce unconscious bias. Always score candidates immediately when your memories are still fresh. You should also make sure that everyone scores a candidate before they see other people’s evaluations to avoid issues with conformity bias. You might also consider recording interviews so that interviewers aren’t so reliant on their memory when comparing candidates.
Alumni
We have over 30 years’ experience in the fast-paced world of recruitment but still offer the latest in methodologies and knowledge. We have international presence and a global reach into local talent pools as well as a wealth of industry and sector expertise. We help our clients identify their future managers and specialists by tailoring our process to their specific needs and our experience covers a range of industries in both the public and private sectors.
We strive to always challenge your candidate profile and often include both active job seekers and passive candidates, who may not currently be looking for new career opportunities. Our process often begins with thorough analysis and research phase, using a range of inputs from you and our network, to map out the market.
We pride ourselves in recognising the potential in the diversity of talent and will bring candidates with a richness of backgrounds and perspectives to your long list. Throughout the recruitment process we will advise, challenge and help you ensure well-informed decisions that drive your future success.
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