In our eBook - Using an Interview to Select Frontline Job Candidates, we discuss types of interviews, ways to deliver an interview, and standard benefits and challenges associated with the interview process. But how can the interview process be improved?
Ways to improve the interview process
The interview can add value to the candidate selection process. By addressing risk points in the interview process, you can improve the interview process and increase the predictive relationship between the interview and job performance.
- Provide interview training - Your interview process can fall apart when your interviewing team is not properly trained to conduct interviews, especially structured behavioral interviews which are the most predictive types of interviews. Make sure to create interview training that includes practice interview sessions with observers also rating the interview to drive consistency.
- Align interview questions with job competencies - Do not allow random interview questions in your process. Not only do they increase legal risk but they most likely do not add value. Make sure your interview questions are related to your job competencies.
- Track and store interview scores by interviewer - Many organizations do not systematically track and analyze interview results. Make sure to track scores and then correlate them back to new hire job performance and retention. If possible, track this data at the interviewer level.
- Identify inconsistent interviewers - By tracking interview data and results, you can also look for interviewers that need coaching.
How to Improve the Interview Process
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:
- Multimedia simulation assessments
- Personality assessments
- Cognitive ability assessments
- Situational judgment assessments
Benefits of Including Pre-Hire Assessments in the Interview Process
- Pre-employment assessments are more objective than unstructured interviews.
- Assessments are more predictive of retention and job performance.
- Assessments allow the use of technology to automate the process and streamline workflow models.
Challenges of Including Pre-Hire Assessments in the Interview Process
- Harder to engage the interview.
- Potential disengagement of the candidate during the hiring process.
Ready to incorporate assessments into your hiring process? Contact us today for a free consultation.
Topics: Better Interviewing