How can you hire better? It’s true that there is no one answer to this question, but it’s easy to see that continuing the same practices is not the solution. Today we have sourcing technology, a large diverse applicant pool and several generations of potential hires, so let’s try something different.
Best Interview Questions from Top Execs
As much as 80% of employee turnover is due to bad hiring decisions, so use your interview questions wisely. Here are a couple questions from top executives, who steer away from the cliché questions.
Tweet This: 80% of employee turnover is due to bad hiring decisions. Use interview questions as a preventative:
Hannah Paramore, president of Paramore, asks the question “How old were you when you had your first paying job?” She says – “I’m looking for how deeply instilled their work ethic and independence are versus entitlement.”
Jenny Ming, president and CEO of clothing store Charlotte Russe asks candidates “Tell me about your failures.” She states that this question can be very telling and is “looking for somebody who’s very comfortable admitting when something didn’t work out.“
PayPal cofounder, Peter Thiel, asks “Tell me something that’s true, that almost nobody agrees with you on.” He loves this question because “It sort of tests for originality of thinking, and to some extent, it tests for your courage in speaking up in a difficult interview context.”
The thought process you make the candidate go through is sometimes more important than the answer.
Look out for Flags
25% of the companies surveyed say that a bad hire in the last year has cost them at least $50,000. Screening is a crucial part of hiring; the key to avoiding bad hires is to never interview a candidate who failed the screening process. A Fortune 500 company estimated they could have eliminated 97% of their bad hires, if they had a better applicant screening process.
Tweet This: 25% of the companies surveyed say a bad hire last year cost them at least $50,000.
A narrow range of job and life experience can show an unwillingness to step outside their comfort zone. Another red flag may be their potential impact of your company. Unless you are hiring a temporary position, most companies would rather have an employee who can make a large impact beyond simply being a good fit for the position they were hired.
Asking too few questions is indeed a red flag. It’s possible but highly unlikely that you have covered every question, and your candidate has done all their research. What’s more likely is that they are uninterested, or not passionate about the role. This is ok because not everyone is a good fit, but do not allow them to continue in your hiring process.
Beyond the Normal – Something Different – Be Real
Consider job matching and utilizing a simple work value assessment – 57% of large U.S. employers use pre-hire assessments. Hold an interview in a slightly informal setting, the traditional environment will almost always yield the same standard answers. An interview is time well spent, except for when they are not. Don’t schedule an in-person interview until you have asked them to complete a task for you–possibly give them an example task of what they may be doing for your most difficult client.
Tweet This: 57% of large US employers use pre-hire assessments. What are your thoughts?
Hiring is part science and part art. There is no one way to get the best candidates, but if you are looking for the best today has to offer you need to make sure your hiring practices match those you want to hire. With the right recruitment system, like Visibility Software’s applicant tracking system, you can ensure a seamless screening process.
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