Carl Bradford

Most interview evaluations are flawed and/or don’t do a very good job of predicting future job performance.

After recruiting and consulting with hundreds of employers in a mutlitude of industries and across most segments of the business, I’ve found that recruiters and employers just aren’t very good interviewers.

The problems are many and varied and more than can be covered in this brief post, but if anyone wants more information or wants to debate this issue, I’m up for the challenge.

In the meantime, if you’ve been following my blog for any time at all, you know that I evaluate and certify recruiters world-wide for the Adler recruiting methodology.  In that role, I get a unique insight into the hiring practices of many, many different employers, right down to the minute details.

One of the tools we use, which is a part of the Performance Base Hiring method, is a 10 Factor evaluation format.  This allows everyone involved in the hiring process to get on the same page and use pre-defined criteria to determine candidate competency.  One tremendous benefit is the ability to move away from the subjective, knee jerk, “gut feel” post interview evaluation.

As part of my recruiter certification, I evaluate actual real-time interviews within our clients.  What follows is a word-for-word quote from a portion of this certification process.  It is from a technology company that was using the 10 Factor and related Performance Based Hiring methods for the first time.  I asked the client for their hiring manager’s reaction to the 10 Factor evaluation form.  Here is the quote.

They’re reaction was very good. I have a great rapport with the 2 hiring managers I chose to work this with. They were very open to the idea. I also felt that they would give me a honest answer if they liked it or did not like it. The 1st interview I believe we all liked the new questions.

Our first interview the candidate came highly recommended and has worked along side the hiring managers. We just couldn’t get him to be specific in any answers. It wasn’t until our 2nd interview that my senior manager said,  “I love these new questions and evaluations! It truly drew out what type of candidate we were looking for and what we weren’t.”

We could very easily see if from the interview. Our 2nd interview had a great resume and based off the work that he had done in another department, I believe we all really would have expected a great candidate. The questions really drew out what a bad attitude he had. It showed how he was divided and not at all a team player. He certainly wasn’t what we would want in management. We all agreed that the new question drew out this characteristic.

A bad hire saved! You too can experience the power of Performance Based Hiring and the 10 Factor evaluation.

Send me an email and let’s talk about how your organization can benefit from using Performance Based Hiring.  We offer an introductory online, webinar based Recruiter Boot Camp for you and/or you whole team.  I’d love to provide you with more information.