Interview strategies

 

Technology has been disrupting a number of things in our day to day lives including each day at work. Cloud technologies, mobility, social platforms, big data and artificial intelligence transformed many activities in HR function of an organization, right from the way talent is attracted, and assessed to the way it is developed and retained. Behaviours and habits of employees have changed significantly over time. Hence, employer organizations are evolving their practices to adapt to these developments around us.

Let us focus on one cog in the wheel – interviews. This is one of the most common tools to assess talent while recruiting for a role. Traditionally, organizations held face to face discussion with a potential hire to check if the person has the competency, attitude and interest to do the job, has adequate depth of experience and demonstrates alignment with organizational values. We know, this is a herculean task to assess all of these in an interview. Interviewers should have experience and competence to carry out this assessment. Even if they are, research shows that reliability of interview as a tool of assessment is less than 35%. Yet organizations follow this as the common practice. Needless to say, with the advent of new technologies and changing norms in our society, we should introduce new methods.

Multi-Stage Assessment

 

Talent is a competitive advantage for any organization. It is extremely critical that an organization must choose the best and not settle for anything which is lesser. We have access assessment tools that can reduce human bias, increase reliability of the findings and are easy to administer. Companies also outsource the HR process to companies that have various specializations.

In our current times, instantaneity is a virtue. Assessment methods which give report immediately after the session are great to attract candidates to take up the challenge. IT industry and some Government programmes have started using hackathons, codefests or similar such sprint-like events which bring out the best in people working in a competitive game-like environment. However, all interviews does not require to be in a sprint-like environment. The strategy is to deploy a multi-stage process, each focusing on evaluation of a few aspects in adequate detail.

Instantaneous results and preferably a detailed feedback of the interview process are attractive to the aspirants. Considering the logistics of travel and busy schedule that each of us endure, we have to find technology to make such a multi-stage process a reality.

Leverage Technology

 

Video Interviews allow a candidate to take an interview at his or her convenience and Interviewers can evaluate the responses when they are free. There is no need to sync-up the schedule of both for this method of assessment which can be very efficient for screening applicants. This is very useful for recruiting junior level roles in an organization where the number of applicants for a job could be 20x of the number of open roles to fill.

Online mobile-based tests, case studies, hackathons, gamified assessment tests, analysis of simulated cases, virtual reality based interviews are new tools that are making recruitment easy to administer and test multiple parameters at the same time. Traditional methods of interviewing have to be preceded by some of these tech-based interventions. The organization will strengthen its employer brand and pick up candidates who are more likely to be successful.

Build a Roadmap and Execute

 

It is easy to say that technology tools and multi-stage assessment methods should be deployed. However, it is very hard to put them into practice. Several organizations have not yet brought this onto their anvil, let alone planning and execution. Furthermore, it is a missed opportunity unless we bring this into action. When the leadership team is committed to the cause of boosting employer brand and making the selection process more reliable, planning can be kicked off.

The first step will be to list down evaluation parameters, agree on a benchmark and translate them into objective measures. Next, design a battery of tests that fit the purpose and add value to the candidate and the employer organization. The choice of tests come next, keeping in mind the ease of administering them and the acceptance of the potential candidate. A lot of work, exciting and value-adding!

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