John, the CHRO sat across from Lisa, the CEO, in the executive conference room. They had worked together for years, but today was different. John was about to propose a significant shift in the company’s hiring process, and he knew he needed to make a compelling case. 

"Lisa," John began, leaning forward, "we need to talk about how we hire talent. In today's competitive job market, refining our hiring process is crucial to ensure we select the best candidates while minimizing biases."

Lisa nodded, signaling him to continue.

"I want to introduce the concept of a 'Refereed Panel Interview ' using a performance-based interview format," John said. "This approach is structured and effective, and it can significantly improve our hiring results. But it's much different than what we're doing now."

Lisa raised an eyebrow. "Tell me more."

Prevent Panel Interview Anarchy

John explained, "In a refereed panel interview, one leader asks the major questions while the panelists seek clarification without changing the topic. This contrasts with unstructured panel interviews, which can turn into anarchy. Each interviewer often asks their favorite questions, leading to disjointed conversations and little meaningful information. This method, however, maintains focus and consistency, leading to more accurate and reliable assessments of candidates."

"How does it work?" Lisa asked, intrigued.

"First, we prepare a performance-based job description ," John said, handing her a sample. "This document outlines key performance objectives (KPOs) and specific challenges the new hire will face. Without this foundation, it’s challenging to assess whether a candidate is motivated and capable of performing the actual work. Surprises during onboarding are the primary reason our strong new hires leave during the first year, so we really need to start using these before we approve any more hiring reqs."

Lisa glanced at the sample, noting the detailed KPOs. "That makes perfect sense. I love this approach and think it's sorely needed."

"But now the magic happens. During the interview, the 'Referee' asks the main questions, while the panelists' role is to delve deeper into the candidate's responses, ensuring a thorough understanding of their experience and skills," John continued. "This prevents the interview from veering off-topic and keeps the focus on job-related factors." 

He paused, letting Lisa absorb the information before moving on. "The process starts with an in-depth work history review to determine basic fit and if the candidate is a high achiever . If positive, the balance of the interview focuses on understanding the candidate's major accomplishments related to the KPOs."

Eliminate Bias at Its Source

"That sounds very promising," Lisa admitted. "But what about bias?"

"The refereed panel interview minimizes biases in several ways ," John explained. "First, the structured format ensures all candidates are asked the same set of core questions, promoting consistency. Secondly, panelists' roles are limited to clarification, reducing individual biases. Finally, by focusing on job-related factors and evidence of past performance, we emphasize objective criteria over subjective impressions."

Lisa nodded thoughtfully. "And what about the accuracy of the interviews? And do you have any legal compliance concerns?"

"This method allows for a comprehensive evaluation of the candidate's capabilities," John said. "We cover various aspects, including job-specific skills, achievements, and teamwork. During the debriefing session, each panelist offers insights based on their areas of expertise, leading to a well-rounded assessment."

In addition, our labor law firm gave it a glowing recommendation based on this whitepaper from the premier labor attorney in the U.S., so I have no concerns on that front. In fact, using it will reduce any exposure we might have had in the past.

Measure Quality of Hire and Raise the Talent Bar

John then introduced the Quality of Hire Talent Scorecard . "This scorecard converts each factor into a numerical score with each factor weighted differently. The total score represents a predicted value for Quality of Hire which we've been trying to do for years. Even better, since the measurement is based on the candidate's past performance doing work comparable to the real KPOs of the role, the same scorecard can be used to measure post-hire performance. This is the game-changer!"

Lisa seemed impressed. "How do we ensure everyone is on the same page during the debriefing?"

"Conducting a formal debriefing using the Quality of Hire Talent Scorecard is essential," John said. "This step ensures that all panelists collectively review and discuss their findings based on the structured interview. The scorecard provides a framework for evaluating candidates on various competencies and fit factors. Panelists review the scorecard ahead of time to understand the type of evidence needed for a proper assessment, helping them focus on gathering relevant information during the interview."

Lisa sat back, contemplating what John had laid out. "This seems like a robust process, John. Implementing a refereed panel interview, guided by a performance-based job description and followed by a formal debriefing using the Quality of Hire Talent Scorecard, could indeed offer a structured and effective approach to hiring."

She looked at John, a smile forming. "Let's move forward with this. It's time to raise the bar on our talent acquisition process."

Here's how to make this story yours: start by learning how to lead a Refereed Panel Interview .