Recent Trends in Human Resource Management

Wednesday, June 24, 2009

Smart Interviewing Techniques - Recruitment & Retention


Smart Interviewing Techniques - Recruitment & Retention


Graphology is widely used by large corporations in Europe during interviews to detect personality traits as varied as ego drive and risk aversion. Within the United States, risk-taking entrepreneurs use handwriting analysis to identify the best candidates for sales jobs. Tom Payette, for one, hires a graphologist to help him ferret out winners for his $30-million Jaguar and Suzuki dealership in Louisville. He claims that technique has significantly reduced his annual sales-force turnover rate, which at 36% is nearly half the industry average.


A successful interview should determine if there is a match between a candidate and the job. Furthermore, a good interview process allows HR to understand the job seeker's behaviour, values, motivations, and qualifications. Time and time again HR has seen candidates hired for sales jobs that don't like calling people or customer service employees who can't look into the customer's eyes and say, "Hello." Then there are good employees promoted into management positions having no clue of how to lead and manage others.


Why interviewing techniques fail:


Lack of preparation - First impressions last long! Before conducting an interview HR should make sure that they understand the key elements of the job. They should develop a simple outline that covers general job duties. Working with the incumbent to get a better idea of what the job is about is essential


Lack of purpose - Not only should HR determine the best applicant, but they also convince the applicant that this is the best place to work in.


Lack of clearly defined job competencies - Each job can have anywhere from 6-14 job competencies. Identify the behaviours; knowledge, motivations and qualities incumbents need to be successful in the job.


Lack of structure - The best interview follows a structured process. This doesn't mean that the entire process is inflexible without spontaneity. It means that each applicant is asked the same questions and is scored with a consistent rating process. A structured approach helps avoid bias and gives all applicants a fair chance. This can be accomplished by using behaviour-based questions, role-plays and situational questions.


Sample role-plays are effective ways to learn and practice new skills. They can also be used during the interview process to determine the skills and personal charisma of people during stress.


Traditional interviews are never completely reliable. Yes, a structured approach will improve the HR's chances, but it is essential to go a step further. Pre-employment screening is an important aspect of the hiring process for most employers. By using various assessments and profiles, organisations have been able to help clients reduce turnover and improve the quality of their workforce.


Ref: TheManageMentor

1 comment:

Automotive Recruitment said...

A recent report here in Australia said that the real cost of replacing a staff member was, on average about 120% of the position's salary (including lost time, productivity, managers' time, advertising, etc.).

I am regularly amazed at how few companies (especially in the motor industry) don't address the challenges of this with an effective strategy and opt to accept a 70% or higher annual staff turnover.