Effective Promoting: Interviewing
Promoting is hiring. You want the best person for the position.
STOP thinking about the person/employee you know. START thinking about the job.
If the job could talk, who would the job hire?
Then go about the interview as if you didn’t know the person.
You need the applicant (employee) to tell stories of how they have handled situations in the past...it is NOT about how they would handle an imaginary situation of a whole new job.
The best analogy would be if you asked a person before they had children what they would do with this or that situation. They will give you great answers. It may or may not be what actually occurs once they have those children 24/7.
When dealing with how they might handle something in the future I think people either tell you what they honestly believe they would do…. Or tell you what they think you want to hear….maybe a combination of both. Good intensions don’t always equal good performance.
The past performance is the best indicator of future actions.
Let me say that again.
Create the interview process to ask questions related to the competencies you need for the position to learn how they have handled situations in the past.
I recommended getting past the surface. Such as, taking a specific answer and ask another question related to it. Then take that answer and get another question from it. Even a question like “ Tell me more about ……” will lead to a better understanding.
You see, the further you go into the layers, the closer to the real story you will get. The interview filters are on pretty heavy in the first version, so keep digging.
We also help companies develop interview systems for consistent and fair analysis of each candidate. Let us know if you want more information on this.
If The Job Could Talk Who Would The Job Hire? Call 512.278.1200 or 1-866-646-1200. No cost. No obligation.