What’s your greatest strength?
Blah Blah Blah
What animal would best describe you?
Blah Blah Blah
How would you handle a client who is upset?
Blah Blah Blah
This, my friend, is called an interview, and it is why (for the most part) hiring is such a flawed model. Most interviews use the same questions and most candidates have the same answers. According to research, with the traditional interview hiring model you are just as successful flipping a coin.
Here’s my suggestion. Bring the candidate in and ask them to flip a coin. Heads you hire them, tails you give them parking money & they go home to start their job search anew. In effect, it actually would be a less stressful and more honest system. According to a study by Don Moore, associate professor at the Haas School of Business at the University of California, selecting a candidate using the coin toss method produces almost identical results as more in depth hiring process.
Looking at 85 years of research by Frank Schmidt & John Hunter showed that unstructured interviews only evaluated 14% of an employee’s performance. This was double what reference checks had, which had a 7% success rate, and closely followed by years the person was in the role, which had a 3% success rate in determining fit.
Another option is to do what Heineken just did to hire a new employee. Heineken makes great beer. Why? Because they have great people. Why do they have great people?Because they hire great people. How do they hire great people? Because they don’t use a prescriptive model.
Take 3 minutes and 36 seconds to watch how they just hired here. Who would you have hired from this group?
1) Heineken understands the more unconventional approach, which looks at performance within context. This is supported by research by Schmidt & Hunter.
2) The candidate hired by Heineken, Guy Luchting, also understood that by being himself, jumping into a situation that he wasn’t prepared for and had no idea what was going to happen, made him stand out so that he went on to “land” the role that he really wanted.
When hiring a new person for your team, think of how you could approach this completely differently. Being interviewed for a role? What can you do to not provide answers that get translated into “Blah Blah Blah” but ones that are listened to and will help you land that role you really want.
Along the road with you!
P.S. Looking for a new & exciting role? CareerJoy’s Career Search Program has all the tools you need in order to land well, from Resume & LinkedIn development, to job search, to interview & negotiation coaching. Learn how our team can support you. Get started today!
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