A recent blog post from Pittsburgh-based Select International, a worldwide employee assessment and hiring solutions firm, shared three pieces of advice for the hiring of managers.
1. Assess whether each question asked in an interview is necessary. Interviewers should ask themselves what meaningful information a question is going to lead to and how it will affect the likelihood of a hire. Also, assess whether the question will lead to more information and dialogue that will spark further discussion and/or questions.
2. Take notes of all your interviews with candidates. If interviewing four or more candidates, these men and women may begin to blend together, especially if the interview process is rigorous and spaced out over time. By taking notes, interviewers can note essential information and what the candidate said to questions. This will prove helpful when reviewing all candidates.
3. Find the most reliable way to fairly evaluate candidates. Selecting the "best" candidate can become difficult in intense regulatory environments where lawsuits or Equal Employment Opportunity Commission inquiries are common. According to the blog post, tools such as behaviorally anchored rating scales lay out sample questions with numerical standards. This allows interviewers to translate candidates' responses into a scale of one to 10.
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1. Assess whether each question asked in an interview is necessary. Interviewers should ask themselves what meaningful information a question is going to lead to and how it will affect the likelihood of a hire. Also, assess whether the question will lead to more information and dialogue that will spark further discussion and/or questions.
2. Take notes of all your interviews with candidates. If interviewing four or more candidates, these men and women may begin to blend together, especially if the interview process is rigorous and spaced out over time. By taking notes, interviewers can note essential information and what the candidate said to questions. This will prove helpful when reviewing all candidates.
3. Find the most reliable way to fairly evaluate candidates. Selecting the "best" candidate can become difficult in intense regulatory environments where lawsuits or Equal Employment Opportunity Commission inquiries are common. According to the blog post, tools such as behaviorally anchored rating scales lay out sample questions with numerical standards. This allows interviewers to translate candidates' responses into a scale of one to 10.
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