HR 3.0
Articles & Observations
Going
Beyond the Interview*
They passed the initial screening.
Their interview was fantastic: they were professionally dressed, answered
all the questions with a melodious touch and their references sang
nothing but praise. So why are you signing the termination papers
of the candidate you just hired?
The purpose of any recruitment
campaign is to not only gauge the candidate's skills and experience,
but also to maximize the exposure to potential on-the-job behaviour.
As it stands, the present interview structure does not provide us
with the information needed to make a sound hiring decision.
So how can we be certain that
we're selecting the right candidates to join our organizations?
The answer is simple: Interactive
Recruitment.
Standard interviews consist
of pre-determined questions to which the candidate divulges their
experience and knowledge. Impressions are formed and a decision is
made based upon their responses and those from references.
What it doesn't do, however,
is show you their personality. Since the majority of interview questions
are technically the same, the answers are pre-programmed and do not
properly represent their experience, which leads to false impressions
being made.
Interactive Recruiting
in Action
Interactive recruiting deviates away from the typical interview and
puts candidates into a real work scenario where they interact with
would-be colleagues and supervisors. Specially-designed questions
are given to staff to ask the candidate. Responses are mentally noted
by staff while the interviewer stands in the background and makes
their own observations.
Once the candidate is done
talking to staff, the interview continues with the interviewer in
a more closed-off session. Afterwards, staff gather with the interviewer
to share their impressions and give feedback, which is combined with
those of the interviewer, and a decision is formulated.
How it Works
First, it removes pre-programmed impressions. Often we find ourselves
jumping to conclusions upon viewing the candidate for the first time.
It demystifies our impressions and prevents the dismissal of a qualified
candidate based on appearance or demeanour.
Second, it gives a direct view
of how the candidate would act on the job. Since candidates expect
questions from the interviewer, having staff ask questions means they
won't expect it and will answer more naturally.
Third, it allows staff to participate.
They'll feel that their opinions matter, and will show it through
enhanced performance.
The keys to a successful recruitment
campaign involve probing a person's abilities and discover their personalities
in addition to their academic knowledge and practical experience.
By putting candidates to the
test, it shows you whether they do have experience and can mesh with
colleagues before the final decision is made.
Sean Mitchell, CHRP, is
Co-Chair of Communications with the HRPA of Durham and Chief Human
Resources Specialist with BlacktalonSolutions, a firm specializing
in HR 3.0 services, organizational behaviour concepts and change management
solutions.
*Published in the HRPA
of Durham's Membership Newsletter
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