Adjust your interviewing process for better hires

Adjust your interviewing process for better hires.

You know the importance of assessing a candidate beyond a polished resume and well-rehearsed interview. Yet, despite taking extra steps to evaluate a job applicant, managers too often fail to choose the right candidate.

In a 2016 study, 75% of employers interviewed said they hired the wrong person. You are not interviewing for the actual skills candidates need to thrive in their new role.

You are relying too much on resumes, misidentifying the skills needed to succeed, or asking the wrong questions.

Here’s how you can adjust your interviewing process for better hires and improve talent retention.

Identify the non-negotiable skills for each position

You begin with a basic understanding of the non-negotiable skills the new hire needs to succeed. Get the entire team involved in the essential skills a new hire should possess to help your team perform better.

Walk through a typical work day and identify the inefficiencies that can be improved by a new hire.

With this baseline, you set up a case-study scenario that allows the candidate to showcase their abilities in specific situations.

You will notice a big differences between candidates’ claims of their skills and their actual skill level. You will be able to test skills you previously couldn’t discern, save time, and only progress with candidates who can perform the core skills needed to succeed.

Highlight the soft skills needed to advance in your company

Some employers wait until the first day on the job to discuss company culture with new hires. You should start this conversation during the hiring process by highlighting the skills needed for the candidate to advance within your company.

Successful CEOs emphasize the importance of soft skills – things like leadership and teamwork. All too often, new hires disappoint because they lack the soft skills needed to adapt to their new team, not necessarily the skills to perform the job.

When you talk about “culture fit,” that can mistakenly translate into hiring someone whose background – education, skills, or network, is similar to the existing team.

This stifles innovation and diversity. Instead, you should seek out soft skills that will diversify the team, such as hiring someone who values clarity and structure to balance out the visionary but impulsive senior manager.

Artificial Intelligence (AI) powered ranking and skill tests are just two important ways to remove bias from the hiring process. Companies that switch to an AI tool and skill assessment see a 62% increase in female candidates.

AI can also help you seek out critical soft skills that predict long-term success. These validated psychometric assessments are key to assessing “culture fit” in isolation from a candidate’s resume.

Look out for common red flags

There are some red flags that you may miss during the interview stage that can come back to haunt you. For example, referral hires often get a carte blanche during the interview process.

If a candidate name-drops during the interview, do not be seduced by his connections if he cannot back it up with examples of genuine relationship building and past collaboration.

Many of the things you look for – curiosity, grit, collaboration, resourcefulness, tenacity, dexterity, are important in every role at the company.

By implementing a character assessment at the top of your hiring process, you screen candidates to about 10% of applicants, who then progress to the next level.

This article first appeared in vervoe.com.

At Vervoe, our mission is to fundamentally transform the hiring process from mediocracy to meritocracy.