If people acted the way that they did in job interviews all the time, then the world would be a better place. Everybody would be well dressed, on time and on their best behavior. The problem is, that’s not the way things work. The reason it’s called “best” behavior is because it stands out from the rest of a person’s actions and demeanor.
When you’re interviewing candidates for a position, it can be easy to subconsciously make your decision about who’s getting the job simply based on who was the most charming or who you “liked the best.” This can lead to some nasty shocks later down the line when Mr. or Ms. perfect turns out to have some serious flaws, either personal or professional. That’s why we need hiring best practices, general standards for our interviewing that can help account for some of this human error.
This week on the Accolo blog is all about these best practices and how they can help to improve the quality of hire that you make.
Now,this doesn’t mean that you should throw out everything you already know. Everyone has their own personal filters, it’s just a fact of life. In fact, some things, like whether a candidate will fit in to your company’s culture, are much better assessed from this subjective standpoint.
For some best practices that can help to improve your hiring, here’s here’s “How the Best Hiring Managers Hire the Best People” by Lou Alder, CEO and bestselling author.
One of my favorite qualities for great hiring managers from this article was to “Fully engage in the recruiting process.” According to Lou, the hiring managers that consistently make the best hires are the ones who spend the most time with candidates both before and during the interviews.
By putting in extra time to get to know candidates a little better, you can more effectively account for your own hiring biases. When you spend more time with candidates, you can get a better sense of their personality type and get beneath their “best behavior” to the potential employee underneath. This will also give you more opportunities to spot potential red flags for problem behavior later down the line!