Hiring doesn’t have to be an uncertain process!
You may recall that I promised to help you answer the following 6 questions in 2012:
- Who am I REALLY looking for?
- Where am I going to find him/her?
- How am I going to evaluate him/her?
- How am I actually going to hire him/her?
- How am I going to successfully “on-board” him/her?
- How am I going to retain him/her?
Last month we started looking at Question 3, covering the theory of behavioural interviewing. Now we are focusing on the practical question:
How can I quantify my “gut feel”?
This is the real secret to interviewing. In order to move beyond “gut feel”, you need a system to evaluate your candidates rigorously, impartially, quantitatively, and uniformly.
Before you start interviewing candidates you need to do 4 things:
- Identify the top 5 traits you are looking for.
- Give each trait a relative weighting, recognizing that some will be more important than others.
- Develop one behavioural interview question for each trait (e.g. “Describe a time when you led a significant change in your organization”.
- Build a 1 to 5 point scoring grid for each question – i.e. what does “terrible”, average” and “outstanding” actually look like for each trait?
Now you are ready to “go live” with your selected candidates, using the following approach:
- Use the same set of questions for each candidate.
- Probe their answers to each question based on the STAR technique (What was the Situation? What was their Task? What did they do (Action)? What was the Result?)
- Listen to their answers to determine recency, significance, consistency, and success.
- Score each candidate’s answers using the 1 to 5 scale, multiplied by the weighting factor.
- Add up your weighted scores for the five top traits after each interview, to get a Total Score for each candidate.
And Presto – “gut feel” is replaced by a numeric score!