Pre –Employment Interviews: Crucial First Step in Selecting the Ideal Employee
Finding the right candidate does not have to be reflective of a visit to the slot machines at Las Vegas, a gamble at best. The odds of selecting the perfect “fit” are greatly increased if the interview process involves a face-to-face session focused on asking probing questions, evaluating answers, observing voice inflections and body language, determining a subjective perception of the candidate, and ultimately, formulating an objective assessment of the candidate as a whole. Seem easy? Well, it is!
Interview style and techniques are unique to the interviewer. Experience and the resulting expertise of interacting with a multitude of candidates and professionals will sculpt the interviewer style via question development, ease of presentation, observation, and answer interpretation. A GOOD INTERVIEWER IS WORTH THE EXPENSE!
It is expensive to hire and train a new team member. This expense involves both the monetary factors involved with the hiring process and also the time spent on training and developing the new hire. The compatibility of the new hire with existing team members is crucial for the success of the team as a whole. The worst scenario for any organization or team is to integrate a new member who is not a “fit”. Productivity is based on efficiency and effectiveness. Tinker with either of these predictors and your outcomes may be devastating.
So how does an experienced interviewer make the right hiring choice? There is no guarantee for a “no risk hire”. However, a qualified interviewer can limit the risk and select the candidate that best epitomizes the personal, professional and philosophical attributes the company is seeking. Keep in mind, the company has a minimum of 90 days (Florida) to evaluate the new hire prior to offering a permanent status to the candidate (i.e., introductory period, probationary period).
Once a candidate is hired, training and development will enhance the areas of strength and diminish any weakness of the candidate. Time tells all! Make sure the training, integration, and development of the new hire are focused on monitoring, feedback, mentoring, growth, and achievement. The training should reflect the expectation that the candidate’s experience, expertise and skill set can contribute to attainment of the organizational needs, goals and mission.
Need a new hire? A GOOD INTERVIEWER IS WORTH THE EXPENSE!
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