Recognize Common Interview Evaluation Mistakes
As an interviewer, have you been tainted by employees that were hired based on a one hour interview? Did you give the new prospect the no benefit because you were focusing in a narrow swim lane? It’s understand that you have worked hard to add structure to the interviewing process. The evaluation process is still can be subjective based on a number of reasons. You can combat subjectivity by understanding the following:
- Subject matter experts tend to give too much weight to the understanding of techy or jargon of your business
- Mesmerized with development or experience, or slightly uninspired by youth and immaturity
- Guessing that a reserved or calm character for lack of enthusiasm
- Misidentifying the person’s capability to interview well as a lack of competence based on the person’s inability to talk freely
- Identifying friendship based on age, experience, and like-minded people think alike.
- Graduates of trade schools or certain colleges institutions or employees of certain organizations are automatically better qualified
- Personal style or dialect based on personal biases are used to influence your assessment
- Failing to value the passion that a person has to do a great job
- Feeling as though military veterans should always have preference for positions
The key to not fall into these planted minefields is to have multiple people interview. If you can’t have multiple people just have one other person. If you are feeling patriotic, the day of the interview the other person can set you straight with a difference of opinion. Managers need support when making a decision on bringing a new staff member on board. A good understanding of what you need at the time is the key. You don’t want to have to interview again for the same position.
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