Why Interviewing Techniques Fail

Lack of preparation – First impressions last long! Before conducting an interview HR should make sure that they understand the key elements of the job. They should develop a simple outline that covers general job duties. Working with the incumbent to get a better idea of what the job is about is essential

Lack of purpose – Not only should HR determine the best applicant, but they also convince the applicant that this is the best place to work in.

Lack of clearly defined job competencies – Each job can have anywhere from 6-14 job competencies. Identify the behaviors; knowledge, motivations and qualities incumbents need to be successful in the job.

Lack of structure – The best interview follows a structured process. This doesn’t mean that the entire process is inflexible without spontaneity. It means that each applicant is asked the same questions and is scored with a consistent rating process. A structured approach helps avoid bias and gives all applicants a fair chance. This can be accomplished by using based-based questions, role-plays and situational questions.

Sample role-plays are effective ways to learn and practice new skills. They can also be used during the interview process to determine the skills and personal charisma of people during stress.

Traditional interviews are never completely reliable. Yes, a structured approach will improve the HR’s chances, but it is essential to go a step further. Pre-employment screening is an important aspect of the hiring process for most employers. By using various assessments and profiles, organizations have been able to help clients reduce turnover and improve the quality of their workforce.

A Harvard University study traced 80 % of employee turnovers to poor hiring decisions. Not only is a bad hire costly in terms of increased turnover, but it can also cost a company thousands of dollars. Even outstanding hires can be expensive when managers ask wrong interview questions or fail to assess the suitability between the candidate’s personality and the organization.