When we reflect about hiring, one of the first things we think about is the interview. In fact, we sometimes think the interview is – in and of itself – the hiring process. That’s not the case!
Here is the irony:
- Used as a sole selection method, the interview isn’t an effective tool
- Unconscious biases no-doubt emerge in an interview and may impact your decision-making
- The interview is a social process; as a result, our internal (often un-noticed) desire to connect with the candidate can distract us from staying focussed on gathering job related information
Here are some tips to keep you on track:
- Never rely solely on the interview to make your decisions
- Look for consistencies (or inconsistencies!) with other methods of evaluation such as reference checks, references letters, the resume and other related sources
- Be aware of your gut instincts and avoid making decisions based on these instincts; instead try to “prove yourself wrong” by asking strategic interview questions and ensure you are getting complete answers from candidates
- When evaluating candidates’ answers to interview questions, ensure you are assessing their answer against the pre-determined selection criteria you established before beginning the process
Remember, interviews are only one part of the process. The better prepared you are and the more you are aware of your own biases, the better the hiring decision you will make.
Interested in learning more? Check out our Fun Facts About Interviews video tutorial, sign up for one of our courses in our online hiring academy or check out the many other resources we have on the EduSelect Site.
January 26, 2022