Are Your Interview Processes Actually Helping Bad Applicants?
Interviews can be a great tool when you want to learn about an applicant’s skills, personality and goals. But, if you’re not careful, utilizing the wrong kind of interview questions and methods can make bad applicants look like your next star. Here is how to tell if you interview processes are actually helping poor applicants and hurting your business.
Processes that Might Give Bad Candidates an Edge
- Unstructured Interviews.When you have a certain goal in mind – like having specific information that you want to obtain – an unstructured interview may not be the best choice. For some applicants, this type of interview can help them cultivate likeability and camouflage a lack of skill or experience.
- Multiple Choice Skills Tests. In some cases, hiring managers use skills tests as part of an interview to determine if an applicant’s skill level is appropriate. If you’re using a multiple-choice skills test though, there are individuals who can pass them with flying colors and still not have the personality or likeability necessary to work in a collaborative environment.
- Group Interviews. There are situations where group interviews are appropriate, but these are tricky to manage. Group interviews can be stressful for applicants and can throw them far enough outside their comfort zone that even the most qualified of applicants is distracted and wondering if they’re being judged by not only the interviewer, but by everyone else in the room.
Improving Your Hiring Processes
Ideally you should be using structured interviewsto help you weed out poor applicants. Focused questions are much more likely to help you determine which candidate is right for the job.
If you’re looking for help in creating the appropriate structured interview for a specific position, reach out to the professionals at ADAM Personnel for some advice. We can help you tailor questions to get the information and results you desire from your interviews.
Image Source : Franky242