One of the greatest myths in recruiting is that interviewing is the best way to assess people. Numerous vendors provide interview training and promise that if you conduct interviews well you will select people who will perform better and stay longer. If you conduct highly structured, well thought out interviews consistently and apply what you learn, research shows that this is the case. But in my many years of experience, I find that interviews are done well only very rarely and most of them are little more than chitchats.
Most psychologists and researchers say that only a combination of assessment techniques will really work — and then not perfectly. By combining skills testing along with assessing for cultural fit and motivation, success on the job can be significantly improved over interviewing. These tools are also cheaper and faster than the normal interview process which takes way too much expensive time of both recruiters and hiring managers. Tests are also far more defensible and objective than interviewing, which even when it is well done, is a highly subjective process.
Innovative approaches include using simulations, gaming techniques, and video. All of these make serious candidates engagement more likely and will lead to better end results.
If I were to skip anything in the hiring process, it would be interviewing. I would give assessment tests based on careful research on the needed skills and competencies as well as on cultural fit. Once there is a final list, I would let the manager select based on his or her face-to-face assessment.
Recent Comments