How important is the interviewing process?
Consider this factoid.
“Even during the recession, one in four new hires is terminated or leaves the organization voluntarily within the first year, according to a 2008 Pricewaterhouse Coopers survey”.
That is a staggering fact, especially in light of the time, money and resources needed to train someone for the position.
To change that trend, we need to rethink our focus during the interview.
What To Focus On When Interviewing
– Concentrate On Their Social Interaction Skills.
These skills are a combination of their verbal and non verbal skill set.
According to A. Barbour, author of Louder Than Words: Nonverbal Communication, the total impact of a message breaks down like this: 7 percent verbal (words) 38 percent vocal (volume, pitch, rhythm, etc) 55 percent body movements (mostly facial expressions).
Candidates who cannot make eye contact, or who do not fully answer questions may be a red flag indication of potential problems.
– Get Them Asking You Questions Early.
Turn the tables on them after you have given a true preview of the work environment and requirements for the position.
Too often we don’t give them a chance to ask us questions until the end of the interview.
Get them involved early.
Listen intently to their questions.
People reveal a great deal about themselves as they ask us questions.
The applicants “interview persona” comes down and they quickly become their everyday self.
– Ask About Past Employers.
If you ask someone why they left their last job and they blame someone else, it’s important to follow up with another question or two.
If they continue to blame external forces for their problems, you may want to look for another employee.
Past social issues normally don’t get better just because they are working for you.
– Personality Assessments.
A quality personality test can provide valuable insight into the personality, work habits, and social interaction level of potential team members.
Granted that the testing does not have the human interaction, however it does not have the major flaw of basing decisions on personal appearance, or snap judgments.
A quality personality test is a tool at your disposal that you should take advantage of consistently.
It is vital that your interview philosophy has the focus on “hire for attitude, train for skill” and “hire our type of people”.
Nothing is more
a new hire
While having the right skill set may seem essential, the fact is, skills are learned.
Personality normally does not change over time.
You simply need to know what to focus on when interviewing to find the right addition to your team.
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