This isn’t a new phenomenon in the world of hiring; for the longest time the traditional interview has been about “selling” yourself and presenting your skills in a way to influence the hiring manager sitting across the table. Unfortunately, with all the resources at a candidate’s disposal, it has become increasingly hard for organizations to know who they really are hiring.
So the question then becomes, are you actually hiring a good job fit candidate, with the skills and attributes necessary to be successful on the job? Or, are you hiring a well-rehearsed interviewee that has “studied up” to ace the all too common line of questioning in today’s interviews?"
Below are some ideas that we have used with our customers to combine with your traditional interview techniques to create a very effective process:
- Benchmark the position. A customized job benchmark helps create data points to objectively analyze a candidate’s level of job fit and limit emotion as part of the process.
- Utilize validated job-matching assessments like the TriMetrix HD during the interview process to help provide clarity surrounding the candidates Behaviors, Motivators, Acumen and Competencies. This will also help in providing the interviewer additional information to ask very pointed, customized questions and follow-up on a candidate’s answers to certain questions.
Talk to one of our consultants today and stop wasting your hiring opportunities. Do not let a great "acting" candidate take advantage of you during the interview. Contact Brittney at firstname.lastname@example.org.