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Interviewers sitting beside each other
Chuck Doherty

Chuck Doherty

Stop interviewing candidates!

It’s time to modernize your hiring process.


Let’s face the facts…

It stinks to start a new job feeling like you were misled during the interview process. It also stinks when you hire someone only to realize they will eventually get you fired.

Unfortunately, the interview process for many companies is still designed like a series of questions and answers that are rehearsed like an oral history exam. This process worked long ago when companies were expected to manage someone’s career and once the candidate was “in” the candidate had a job for life. Since the early-90’s this world has progressively grown extinct with temporary being the new permanent.

Our clients usually ask us, “If we don’t interview people then how do we hire?”

To find the answer we ask what is the first thing that comes to mind when we say the word interview? The answers? Tests, competencies, self-awareness, culture fit, and “know it when I see it.” We then ask what percentage of the time is spent assessing the candidate and what percentage of the time is spent going over current problems and goals for the position. The answer – for over 20 years – is a large percentage of time is being spent on the wrong things.

No wonder candidates who are bombarded with job openings every day feel no personal responsibility and may even feel misled by you if they can’t perform. After all, you hired them through a process you believe is a valid way to measure their success. Since the results are 50/50, you either feel like the candidates cheated somehow or you’re not very good at interviewing.

The solution goes back to the percentage of time spent assessing the candidate vs the time spent immersing the candidate in the job.

The modern interview process starts with telling people interested in working for your company about the direction you’re heading and the culture you want to create. The next phase is a candid conversation regarding the position, onboarding, coaching, challenges and expectations. The candidates are then immersed in the job for a day with future co-workers or given a case study to present to the team.

The process ends when there is a mutual commitment and understanding that if it’s not working out during the interview stage, either party may move on.

Of course, changing how you recruit, interview, onboard and retain talent usually takes a fresh perspective. Fortunately, we can give you the perspective you need and much more. To learn more contact us.

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