Beware of 'Straight Line' Rating Patterns
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
'No change' in ratings means a quality review is needed