Do This...Not That

 

Beware of 'Straight Line' Rating Patterns

  • When coaching interviewers, I always look at the Interview Summary page (see example on right)
  • If I can draw a straight line through all ratings, then a quality check is needed
  • Why?  It's rare for a job candidate to truly deserve the same rating for all interview categories.  More likely, some sort of rater bias is the reason

 

HR Strategic Partnering

Look to Manufacting Operational Improvement Techniques for ways to create value

Are there ways to apply commonly used Continuous Improvement principles to your Human Resources function?  Here's an example of applying a basic improvement technique (People, Materials, Process) to a new-hire selection process:

  • People:  Monitor interviewers for quality and conduct interviewer refresher training if needed. High quality interviewers should be willing to fully discuss every candidate's qualifications, be open to other interviewers' opinions and perspectives, properly complete all interview rating forms, consistently focus on candidate behaviors, and avoid 'gut feeling' hiring decisions. 
  • Materials: Audit all interview and test materials to ensure they are up-to-date, user-friendly, based on a job analysis, and legally validated.
  • Process:  Monitor overall results of the selection process to ensure it is working properly:  Is turnover high? Are Supervisors happy with the quality of new hires?  How can recruiting, hiring, and employee engagement processes be improved to better support Operational performance goals?

Practical Advice Based on 30 Years Experience

Lessons learned from this funny video:

  • Avoid 'trick' questions in interviews and tests
  • Treat all candidates fairly and professionally
  • Contrary to what you'll find on some websites and blogs, there are no 'magic' interview questions
  • The 'secret' for hiring the best employees is to use a valid, fair, and standardized hiring process

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Learn from Videos

'No change' in ratings means a quality review is needed

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