In this blog series pulled from our eBook - Using an Interview to Select Frontline Job Candidates, we discuss types of interviews, delivery methods, and effectiveness. In part 1 of blog series, we discussed types of interviews. In part 2, we discuss ways to deliver an interview. In part 3, we review standard benefits and challenges associated with the interview process. In part 4, we discuss how the interview adds value. In part 5, we discuss ways to improve your interview process. But besides the interview, how else can we evaluate job candidates?
Consider a Holistic Approach
While the interview does provide value, research suggests that other types of assessments offer better predictive power. For the recruiting manager, that means screening out candidates who have a higher risk of attrition and poor job performance. You may want to consider combining other types of candidate selection tools with your interview process. Alternatives to consider: