Get access to the exclusive HR Resources you need to succeed in 2018!
SHRM board member David Windley discusses how unconscious bias can derail workplace diversity efforts.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Use these three types of interviews to make one great hiring decision.
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Three types of interviews will help you quickly identify the most-qualified candidate that will be the best fit for your organization and your team. With planning and practice, the interview you plan, the interview you conduct and the interview you wish you had conducted will allow you to get the most out of the process.
Your hiring process should accomplish three goals: to qualify the candidate, to educate the candidate, and to assess his or her cultural fit. Here’s how.
Interview one. The interview you plan is conducted with the help of an HR recruiter. While not a traditional interview, it is a way of getting to know candidates.
Identify candidates who possess the skills you need and who have an aptitude for the job. Check references to determine whether the information on their resumes is accurate. Request transcripts and other documentation to validate credentials. Ask yourself whether the candidates have an inherent understanding of the job.
Interview two. With the background work completed, you won’t need to waste precious one-on-one time rehashing resumes. Use this time to assess aptitude and cultural fit. Top leaders realize that cultural fit is as important as technical or professional skills. They take extraordinary measures to attract and identify individuals who will strengthen their teams.
You’re not just hiring an employee; you’re hiring a businessperson—someone who can understand the company’s operating model, how the company makes money and how the success of the company is tied to her personal success. You’re hiring someone who can embrace your organization’s principles and values.
Ask yourself if the candidate has the ability and desire to learn, execute and teach your operating model. A candidate’s willingness to learn your operating model sets the stage for his ability to make sound business decisions once hired. If each employee understands what the company does and how the company does it, everyday actions are translated directly into top-line revenue gains. Your employees will understand that the decisions they make every day can affect profitability.
Finally, when employees develop the ability to teach the operating model to new employees, your way of doing business is reinforced.
Interview three. Imagine the interview you wish you had conducted. Most leaders have opportunities to move people to action. You have an opportunity to bring to the organization people who understand and will commit to its operating model. When leaders speak to external customers and candidates, they should inform and educate as well as create a desire to join the company.
Such conversations lead to good hiring decisions now and in the future. They articulate your company’s direction, and motivate and inspire incoming and existing staff. And, such interviews will lead to a successful new hire.
The author is a consultant and author of The Power of an Internal Franchise (Third Bridge Press, 2011), www.corsum.com.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies