Hey, Connections!

Is it just me, or does conducting an interview sometimes feel like being the host of "The Dating Game" - asking silly question after silly question but never getting to the heart of who someone is and what they have to offer?

I blame the "traditional" interview we've all grown accustomed to using. This interview approach relies heavily on asking generic questions that may not effectively gauge a candidate's suitability for the role or compatibility with the company culture. Questions like "Where do you see yourself in five years?" or "What are your greatest strengths and weaknesses?" are cliché and fail to provide meaningful insights into a candidate's capabilities. (Not to mention, the latest research shows they're the worst predictors of performance!)

So it's time to put that interview style in a time-out and let a new star pupil shine... Structured behavioral questions. These inquiries delve into candidates' past experiences and behaviors, offering insights into how they handled specific situations. They prompt candidates to provide concrete examples of how they have demonstrated specific skills or handled particular challenges. For instance, instead of asking a candidate to describe their leadership style in abstract terms, interviewers might ask, "Can you provide an example of a time when you had to lead a team through a difficult project? How did you approach the situation, and what was the outcome?"

With questions like these, organizations can better understand a candidate's capabilities and potential contributions to the organization by asking targeted questions that align with the company's values and objectives.  Finally!

But what about those highly specialized roles or particularly unique organizations? Enter executive recruiters. These specialists excel at identifying and attracting top talent, tapping into extensive networks and industry knowledge to connect companies with candidates who may not be actively seeking new opportunities. Leveraging their experience with a wide range of candidates, organizations, and roles, they do the hard work for you - finding the cream of the crop and screening them, ensuring only the best of the best sit at your interview table.

Your interviews don't have to be worthless. By focusing on cultural fit, utilizing structured behavioral questions, and leveraging executive recruiters, you can attract, interview, and hire talent aligned with your organization's goals and values. It's time to discard outdated interview practices and approach hiring with purpose.

What kind of interview style does your organization use?

Cheers!

Ken