Acquire the Right Hires with Effective Interviewing

Our Advice

Critical Insight

• Most interviewers are not as good as they think they are, resulting in many poor hiring decisions. A poor hire can cost an organization up to 15 times the position’s annual salary, as well as hurt employee morale.
• The Human Resources department needs to take responsibility for an effective interview process, but the business needs to take responsibility for developing its new hire needs, and assessing the candidates using the best questions and the most effective interview types and techniques.
• All individuals with a stake in the interview process need to invest sufficient time to help define the ideal candidate, understand their roles and decision rights in the process, and prepare individually to interview effectively.
• There are hundreds of different interview types, techniques, and tools for an organization to use, but the most practiced and most effective is behavioral interviewing.
• There is no right interview type and technique. Each hiring scenario needs to be evaluated to pick the appropriate type and technique that should be practiced, and the right questions that should be asked.

Impact and Result

• Gain insight into and understand the need for a strong interview process.
• Strategize and plan your organization’s interview process, including how to make up an ideal candidate profile, who should be involved in the process, and how to effectively match interview types, techniques, and questions to assess the ideal candidate attributes.
• Understand various hiring scenarios, and how an interview process may be modified to reflect your organization’s scenario.
• Learn about the most common interview types and techniques, when they are appropriate to use, and best practices around using them effectively.
• Evaluate your interview process and yourself as an interviewer to better inform future candidate interviewing strategy.