INTERVIEW HORROR STORY

Source: the web

#interviews #candidateexperience #informedecisions

A PROPER INTERVIEW INFRASTRUCTURE IS ESSENTIAL FOR GREAT HIRING

Sometimes, others say it better than we, and leave us nothing to do but quote them.

Thank you @Dr. John Sullivan for hitting the nail on it's head, and so accurately describing exactly what we do:)

You’ll Never Achieve Great Hiring Until You Better Document Your Interviews

"46% of hires fail, and Google found interviews can have a lower predictive value than a coin flip. Also, research by Gallup found that “Companies fail to choose the candidate with the right talent for the job 82% of the time.” In my experience, you can fairly blame the common hiring interview for many of these hiring failures.

Interviews are the most dominant and, at the same time, the most flawed candidate assessment tool. The most common interview flaws that should be documented range from untrained interviewers, illegal questions, not keeping track of interviewer scores, and an interview process that has no built-in process for continuous improvement.

Moreover, everyone knows that without adequate documentation, you can’t continually improve using failure analysis to determine the root causes of most interview failures. Both statistical correlations and AI are ineffective without documenting data covering what specific factors accurately predicted the new-hire’s on-the-job performance.

Unfortunately, very few interview processes, whether in corporate or small businesses, keep more than the most basic documentation and data after the candidate starts the job. Without that documentation in important areas like the scores given by each interviewer, the questions asked, and the answers provided. No one will be able to go back and find the flaws that occurred. And then fix them for upcoming interviews.

In this brief article, I am highlighting the many areas where hiring interviews should be better documented and why it’s necessary."

#interviews #informedecisions

WHEN REJECTIONS GET REJECTED

candidate experience

Source: the web

#informedecisions #interviews #candidateexperience

INTERVIEW HORROR STORY

"Disappointing recruitment experience 😞
This week I experienced something that upset me a lot. I was contacted on LinkedIn by a recruiter from a well-known company that I wanted to work for for a long time. In the message she sent me there was a link to choose a slot for the call.
After I chose a slot, I received a link to a home assignment without anyone speaking with me, without knowing if I even wanted or was suitable for the job.
I wrote to the recruiter that I would like to talk by phone first to check mutual compatibility.
We talked for a few minutes, and I really felt like she was doing me a favor by even talking to me. She told me the home assignment should take "only a few hours, "no more than half a day".
I'm an experienced developer, and I worked for two whole days!
I am frustrated and very angry with myself. But I'm not giving up. I wish the managers who recruit, to be human beings. You might work for a reputable company, and candidates are standing in line, but humane treatment is fundamental."

Source: Facebook

#interviews #candidateexperience #informedecisions

Using the Cost of Bad Hire to Demonstrate Talent Acquisition Value to the Business

Knowing Your Cost of Bad Hire = Demonstrating Business ValueIn order to demonstrate the true value of the Talent Acquisition department, and todemonstrate how much money it can save and make for the company given the appropriate resources to do its job effectively, you better know your own company numbers and be able to break it down for the business.Speaking in $ can get your department more $.Highlight the financial strain bad hires cause the businessIf you used our Cost of Bad Hire calculator, then you are already aware of the substantial costs bad hire cause your business. You can utilize these numbersto highlight this financial strain to the business. Here are 3 ways you can utilize these numbers to your advantage. on the actual components of the calculation:

1. Monetizing Talent Acquisition Work :
Suppose you enhanced your hiring practices this year compared to the previous one.
To showcase the monetary savings to the business, simply calculate the difference in the number of bad hires between the two years.
The financial impact on the business will become evident.

2. Making the business case for additional resources :
If you aim to refine your hiring processes through new technologies or by bringing
onboard more recruiters, juxtapose the expense of these added resources with the cost of bad hires.
This will provide a compelling rationale for the investment.

3. Raising Awareness Among Hiring Managers: Many hiring managers don't view
recruitment as a primary aspect of their role.
Consequently, they may not allocate enough resources to hone their interviewing skills and might approach interviews without proper preparation.
By illustrating the potential financial savings of adopting a more structured
hiring approach, you can influence them to reevaluate and adjust their tactics.


https://informedecisions.io/calculator/

WHAT SKILLS CAN YOU LEARN ABOUT FROM A CANDIDATE’S QUESTIONS IN AN INTERVIEW? GROWTH MINDSET

Interview Questions

Welcome to our 3rd post in this series.

Today we will discuss how can you learn about the candidate’s growth mindset based on their questions in an interview.

Growth mindset is the perception of oneself as a developing entity (vs. a fixed one). The definition of growth mindset usually encapsulates a motivation to grow and develop as a person and as a professional, openness to feedback and learning from others, and introspectiveness.

Questions indicating high growth mindset:

  1. Questions about growth and development opportunities within the role/company.
  2. Asking for feedback about their performance in the interview process.
  3. Asking about the things they will have to learn in order to be successful at the job.

Questions indicating low growth mindset:

  1. Questions that are focused only on the technicalities of the job and on the “here and now” (working hours and conditions for example).
  2. When asking about future development their focus is more on status/seniority and less on broadening their skills/knowledge.
  3. Not presenting any questions while being confident that they know all they need to know.

#interviews #informedecisions #skillsbasedhiring

WHY ARE COMPANIES INTERVIEWING ENDLESSLY? REASON NO.2

Let's talk about another common challenge: the absence of data-driven decision-making. A lot of companies find it tricky to pinpoint the right time when they've collected enough information to make a solid call. It's crucial to grasp the return on investment (ROI) in terms of the insights gained from each extra interview. We need to know when we're hitting the sweet spot and not just going on an interview spree without a clear plan.

#interviews #informedecisions

WHY ARE COMPANIES INTERVIEWING ENDLESSLY? REASON NO.1

Social loafing and decision avoidance

When there are multiple stakeholders involved, some individuals tend to shy away from taking decisive action. Instead, they prefer to spread the responsibility by adding more rounds of interviews. It's like a way of passing the baton to others, leading to prolonged and sometimes never-ending interview processes.

#interviews #informedecisions

RESEARCH SHOWS THAT.... VIDEO INTERVIEWS

A recent study led by Eli Rizi and Nicolas Roulin took a close look at asynchronous video interviews (AVIs) and how to make them less robotic and more engaging.

AVIs often feel cold and distant due to their text-based format (questions are presented to the candidate in text).

151 Canadian candidates for a grocery store manager role, took one out of 3 versions of AVI. One presented questions in plain text, another showcased low-quality video (manager recording themselves asking questions on a smartphone), and the third rocked high-quality video (professional camera, office setup).

The result? The video versions, regardless of quality, trumped the plain text. Participants felt more social presence, performed better and even managed their anxiety levels better.

What's in it for you? If you're in TA, consider spicing up your AVIs with brief video intros and question recordings – no need for Hollywood-level production.

https://onlinelibrary.wiley.com/doi/10.1111/ijsa.12448

#interviews #candidateexperience #informedecisions

INTERVIEW MYTHS BUSTED - ARE YOU A GREAT JUDGE OF CHARACTER?

WHAT SKILLS CAN YOU LEARN ABOUT FROM A CANDIDATE’S QUESTIONS IN AN INTERVIEW?

Welcome to the second post in our series.

The second skill we will discuss is critical thinking: Does the candidate have the ability to ask critical questions, look at things from different perspectives, play the "devil's advocate," and conduct meaningful analysis to make informed decisions?

Questions indicating high critical thinking:

  1. Asks deep or challenging questions about the information provided. For example: if you mention a culture of teamwork and collaboration, the candidate might ask, "How does that manifest in day-to-day operations?"
  2. When presented with a professional or technical challenge, asks follow-up questions to deepen their understanding of the information provided.
  3. Able to respectfully disagree with the interviewer. For instance, if the interviewer states, "We believe satisfying customers means giving them what they want," the candidate might respond, "Based on my experience, sometimes customers don't know what they want. Do you agree?"

Questions indicating low critical thinking:

  1. Asking generic questions easily found on the web, such as "Tell me about your culture."
  2. Repeating or reconfirming information already covered in the interview process or readily available in the job description, such as asking about the salary range or work model.
  3. Not asking any questions and simply repeating or confirming what the interviewer said, such as saying, "I really like your customer-centric approach."

#interviews #skillsbasedhiring #informedecisions

interview questions