If you’ve ever been a candidate, you know most interviewers don’t do a very good job of assessing you. Many rely on their first impressions, others trust their intuition, and others may look for technical brilliance. Bottom line, the interview is more than an assessment tool. It’s meant to feel out the candidate and see if they can actually do the work.
To prepare yourself for a good interview, Performance Based Hiring expert, Lou Adler says make sure everyone involved knows these 5 primary purposes of the interview:
Accurately assess competency and motivation to do the work required.
Send a message to the candidate the company has high hiring standards.
Clarify job expectations without overselling or being long winded.
Get the candidate to see the job offer as a true career move.
Negotiate the offer in a series of steps rating than waiting until the end.
Performance-based Hiring process starts by first defining on-the-job success by creating a performance profile. This profile lists the top 5-6 things the candidates needs to do well to be considered at least a B+ or better performer. Without the performance profile as a benchmark, making an accurate assessment is not possible. You are not evaluating the candidate in the context of the actual work that needs to be done.
It’s also important to remember during the interview not to make “Moment One Mistakes.” Here’s an overview of what those are:
Wait 30 minutes before judging the candidate
Use the plus/minus technique. A candidate that is favorable at the start, ask really tough questions to begin with. A candidate that is not as favorable, start off with easier questions.
Treat candidates as consultants and as experts in the position they are applying for.
Phone Screen candidates first.
Don’t let candidates get nervous.
When hiring managers are able to combine these tools and take the time to understand what the REAL job requirements are, they are able to better assess whether or not a candidate is really motivated and competent enough to do the job after a thorough interview process.