The Mind-Set of Individuals conducting “Interviews” varies from situation to situation and hence the pattern invariably goes through highs and lows. As a result, the statement:
Good Candidate or Bad Candidate !
It has been taken for granted the process of conducting interviews is easy and one should complete the exercise in the shortest possible time. Thereafter, the onus shifts to HR to complete the joining formalities to get the new hire on board quickly.
“If we didn’t spend four hours on placing a man and placing him right, we would spend four hundred hours on cleaning up after our mistake.”
In picking people, we can use “Five Simple Decision Steps” in ensuring we are selecting the right people:
- The Fit
- Performance Records
- Informal Discussions
- Appointee Understanding of the Assignment.
It is said: Don’t hire a person for what they can’t do; hire them for what they can do. Unfortunately, the tone of most interviews is to establish the weaknesses of candidates. This becomes a cardinal mistake as we eventually should hire people for their strengths. What are the scientific questions to determine the true strengths of a candidate? It is possible to categorize questions to determine qualities like Accountable, Attitude, Collaboration, and Motives.
“In looking for people to hire, you look for 3 qualities: Integrity, Intelligence, and Energy. And, if they don’t have the first, the other two will kill you.” – Warren Buffet
Most interviewers can easily determine the intelligence and energy of a candidate. How many can establish the integrity in an objective manner? At the same time, when it comes down to two equally strong candidates, what are the grounds on which you will make the final choice? Using the help of advanced ‘Psychometric’ Tests; it is possible to use ‘science in selecting the right people.’ The more objective the process, the probability of making the right choice becomes very high.
“Make decisions on people: Selection, placement, and evaluation – your top priority.” – Peter Drucker
And, it starts with Selection. If you get the first step wrong, the next 2 are meaningless