Poor use of intuition when hiring
Some illusions persist over time. One of them is to believe you can determine who should work for you based on a 1-hour conversation. If so many people could accurately judge others, we would not observe voluntary or involuntary turnover to be that high in some companies. We would probably also not see so many intimate relationships end and an increasingly high rate of divorce (assuming people can choose the right partner for themselves). If it is difficult to determine whether you will finish your days with the person you met one hour ago, it is also challenging to identify the candidate who will work diligently over many years for your company. One of the reasons lies obviously in the high unpredictability of life. The other reason lies in the poor use of intuition when hiring.
Hiring can be a time-consuming activity with significant business consequences. Hiring the right person might increase service quality, customer satisfaction and retention, word-of-mouth, or even increase sales. Even if some managers approach this task with confidence in their capacity to spot talent, evidence suggests that this skill seems to be highly over-rated. Interviewing a candidate is indeed very different from holding a casual conversation. There are three principles (among others) that should be kept in mind for conducting effective interviews: consistency, quality of questions and precision.
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Consistency of questions
Consistency refers to asking the same questions to all the candidates. It is not only a way to ensure fairness, but it is necessary to determine which candidate is the right one. I acknowledge that asking the same questions restrains the interviewer's freedom and gives fewer opportunities to address the subtleties of each candidate's background. However, it facilitates the comparison between the candidates.
Imagine you ask one candidate the famous question "Why have you applied for this job?" and the following question to another candidate "What do you know about our company?" Even if these two questions measure the candidate's motivation for the job, their wording is very different. The first question might lead the candidate to be very general in his/her response, "I always wanted to work for this prestigious company" or "I think that this company suits me well." The second question might create more stress because it is worded as a knowledge question. At the same time, it might prompt the respondent to be more specific. You can only compare the quality of the responses if you have the same questions.
Quality of questions
Consistency is not enough because one can ask the same questions to all the candidates without providing any relevant information for making a good decision. It is essential to consider the type and quality of the questions asked. Questions that refer to experience and knowledge can be considered as relevant, e.g., "What can you do to upsell an appetizer?" "Can you show us how you prepare a margarita"?
Candidates may also be asked to imagine how they would react in a particular situation (these questions are referred to as situational questions). Finally, past behavior questions are valid because these questions require that candidates explain in details how they solved problems or how they behaved in the past, e.g., "Can you explain how you handled a mean customer in your previous job?", "Can you remember one of your worst shifts and how you were able to survive it?"
Precision in the evaluation
It is not uncommon that interviewers rate the candidate on a single scale at the end of an interview. They might gain from proceeding differently. The responses of the candidates might be assessed on a scale from 1 to 5 for each question. This approach forces interviewers to analyze how each answer provided meets the standards set in advance by the company.
The human mind likes simplicity and takes lots of shortcuts when making decisions. For instance, many people suffer from what is commonly described as the ‘primacy effect’. We give more weight to the information we received first. For example, interviewers might decide not to give the job to a nervous candidate who made a bad first impression while responding to the first two questions. In the same manner that it is not always the tennis player who wins the first set who will win the match or the team that scores the first goal who will win the game, we cannot be sure that the candidates who are excellent in the first five minutes of the interview will be the winning ones.