Two people sit down in an interview. What happens next??? What happens is that, well, we have no idea what happens. 

But the data suggests that a decision is made on behalf of the interviewer in the first 7 minutes of the conversation. The remainder of the time is used to confirm the decision. 

There is no way that a person can extract enough evidence to support making a correct decision without bias or personal motives in an unstructured process. 

A perfect breeding ground for Murphy’s law- Anything that can go wrong, will go wrong

How well a person aligns with the company’s values, vision & purpose is the only way to ensure the success of the person you hire.

Today we discuss:

  • Why tying values to interview questions is the only way to eliminate bias
  • How to build an  interview question for a company value

Challenge today?

  • Interviews are purely subjective

    • Still ranking candidates - Scorecards
    • Compare & contrast conversations
    • Evaluate exclusively for Skills 
    • Interviewer coordination 
      • Different interviewers asking same questions

Why is this important to the company?

  • The wrong hire costs 3-10x annual salary

    • Think of each person being worth $2M to the company.

      • Perspective change?
    • Wrong hire costs in employee morale & your credibility as a leader
  •  People are the #1 reason for failure
    • All your business problems are people problems in disguise 

How do we solve the problem? 

  • Define Core Values

    • Define attributes for each core value (traits)
    • Prioritize values (rank in order of importance)
    • Measurables of each value 
    • Agree on values (are they lived daily)   
  • Dig Deeper (Committed, Expertise, Curious)
    • Invest the time to fully comprehend the root of your challenges
    • Listen to Understand, not to respond
  • Build Interview Question Library
    • Craft Behavioral questions (2-3)
    • Determine **Knockouts
    • Agree on questions

Sample Question  

Tell me about the most difficult customer interaction you encountered in your current role (Dig Deeper) 

  • Tell me more…
  • Walk me through that…
  • What were the circumstances that led to the difficulty?
  • What was the root of the customer issue?
  • What solutions did you come up with?
  • How were you able to calm them down?
  • Break down the steps you took to resolve the problem
  • Why was their view important to you?
  • How were you able to deliver beyond their expectations? 
  • How did the interaction end?

Assign Questions to Interviewer

  • Easier on the interviewer
    • Very little prep time for interview
    • Gathers concrete evidence
    • Eliminates Bias & personal motives from the interview!

Key Takeaways -Value:

  • Break your Values down in measurable components to which you can evaluate a person’s fit
  • Interview questions must have sub questions to keep the conversation flowing. We want deep data from each interviewee!

Host Links:
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.stridesearch.com/hire-power-radio
Authored:  Healing Career Wounds (Amazon)
https://www.amazon.com/dp/B094TL14CD/
HireOS inquiry: rick@stridesearch.com

This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/

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