Hiring Managers: Why Interviewing often fails?


First Series

Many hiring managers would wonder why selection interviewing often fails to meet the needs of an organization for the people being interviewed. ‘Interviewing is an easy task’ – a mirror image perceived by people. The major objective or purpose of an interview is not defined rationally many a times. Another perceived notion of good conversationalist is that, they are good at hiring. A mere examination of interviewee’s response and listening to candidate explanation/answers, body language (eye contact and tone of voice) cannot determine the truth or lie. It is widely seen at many interview’s that interviewer forming personal judgments over actual candidates competencies (Click) . The purpose of interviewer is to gather objectives. The purpose of interviewer is to gather objective information rather than impressions. It is a test for hiring manager’s ability to predict the candidate’s performance on the job.

Let me clarify the elephant line difference between interviewing and forming impressions, think of a family member or a friend whom you have see or seen in various situations, talked and listened on various topics and even shared secrets. Has that member ever done something unpredicted? If so, perhaps you can see why interviewing is so difficult. This example should give a clear indication, a few minutes talk with a candidate and predict their performance in a complex, stressful work situation is gigantic task.

A naive’s player versus classic player both goes through the same steps, but has vastly different standards and desires vastly different outcomes. Likewise, hiring managers should possess different standards and outcome in hiring than when selecting a friend.

The following facts are mainly observed of hiring managers:

  • Interviewers tend to do the majority of the talking.
  • Interviewers tend to weigh negative information more than positive information.
  • Interviewers does an early decision (Trailer Round)

Interviewers tend to ask many ineffective questions (such as weakness or strengths, five years from now, ideal job and career, reasons to hire you) are termed as best questions by interviewers and these tend to repeat when you move to the role of interviewer. One of herd following line holds good here, ‘You can’t go swimming until an hour after you eat’. Though there aren’t any scientific evidences for the warning, people may still behave as if it is true because it is heard so many times.

I am sure many would like to know, what kind of interviewing strategy to be adopted to hire the best fit for an organization. Stayed tuned for the next series; to get an overview on hiring managers and interviewing strategies for successful hiring

Let me end the first series on reasons for ineffective hiring with the note – The cost of failing to find a good employer is greater, because the burden of supporting that person is shared by fewer people. The organization will lose a talented employee, who could provide competitive edge to an organization.

Regards,

Santosh A

Sr. Business Navigator

Loratis Career School

Find Your True North!

www.loratis.co.in

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About Loratis Institute

Loratis Institute www.loratis.co.in
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One Response to Hiring Managers: Why Interviewing often fails?

  1. sachin says:

    Hiring fails because :
    – interviewer fail to co-relate a logical progression in personal life , culture , upbringing with professional aspirations .
    – A recruit succeeds in a job due to skill and will , incase skill is parametrised correctly and shortcomings can be filled in by inputs and trainings , the most important aspect would be will and aspirations
    – For experienced recruit , cultural harmony and the width of the gap between culture imbibed so far and culture the person would be exposed to in the new organization would decide the the time in which he would fail ,as bridging the gap should be fasted possible , incase not employer would fail to retain .
    – Asking for Dream in life after closing eyes for 2 mins and then asking to answer , and then re-routing to actual dream definition would be ideal to get the person’s long term aspirations and see the real inner self of the person , Many a times the interviewee himself is not clear of his idea of living a life and dreams told would be only 5 years down the line types , where a perfect deep diving for final objectived should be chased upon .
    – ultimately nobody is good or bad ,its the right state of mind that needs to be hired as per the organizational needs and be able to postulate the consistency the interviewee would stick to for that state of mind .
    These facts if unaddressed , will make a failure of the entire hiring process.

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