A job interview is a vital part of the hiring process. Employers use the interview as the standard-bearer for success with regards to someone's cumulative skill set, experience, references, education and work history. An interview is simply a way to gauge someone's personality and cultural fit in person. Lisa Whealon of the Forbes Human Resources Council demonstrates better ways to hire someone that don't use an interview.
Why Interviews Fail
Your hiring process fails for one main reason. There is a ton of information, tips and tricks on the internet that candidates can research to prepare for a job interview. Top talent researches your company's culture, reaches out to people through LinkedIn and rehearses common answers to interview questions. This also gives candidates a chance to be someone different than who they really are.
Nearly 81 percent of new hires fail in some industries, according to a survey from Contract Recruiter. In a highly competitive market with wages rising, you can't afford to make a hiring mistake. That's why you should do something different than a traditional job interview to vet candidates.
Take a look at four alternatives to an ordinary job interview. These methods can expand your horizons and help you make the right hiring choice. They can also simplify your hiring by reducing the time you spend onboarding new people.
1. The Audition
Actors and musicians audition for roles. Artists and writers submit samples of their best work. Make this a part of your interview process. Rather than sit down and talk, have candidates work on a real-world task they are expected to accomplish on an everyday basis. The candidates who complete the task most successfully move to the top of your list.
Host an informal reception or meet-and-greet for the top five candidates by inviting them to a weekly meeting or business lunch that already occurs regularly at your office. Observe how each person interacts with their teammates. Those who do the best job talking, relating and discussing ideas win the day. Seeing a candidate in action gives you a much better gauge of behavior versus a one-on-one situation in an interview room.
3. Ask About Personality
You do not need to know about someone's hard skills, background or experience at a job interview. The resume, references and background check take care of that. Instead, ask about work habits, personality and professional goals to ascertain someone's cultural fit. Many companies hire people who are the right cultural fit as opposed to people who have the proper degrees or work experience simply because it helps engagement and reduces turnover.
4. Serve Food
Eschew the office setting and have a business lunch for the interview. Invite your entire team to get to know the candidate. Conversations feel more natural and less formal, and the candidate's true personality shines through during dinner at a casual restaurant. Turn the tables and show up for dinner in jeans and polo shirt rather than formal wear. The less formal atmosphere makes the candidate relax, but it could also throw someone for a loop because the prospect does not know what to expect.
Get rid of the traditional, time-wasting job interview. Save your company money and reduce turnover by having a better way to vet candidates with these four methods.
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