If you’re reading this article, it’s because you are
in a position of interviewing and hiring for your
organization. That, in itself, is a huge responsibility, and
my goal is to offer you a few new concepts to consider for the next
interview in which you’re involved.
Your days are so full and you just don’t seem to have
the time for a lengthy interview process, but the “clearer”
you are in the interview, both over the phone and in person, the
better your chances of keeping a new employee for a very long
time. Retention is not just a buzzword these days; it’s
a vital part of company growth and
profitability.
According to a recent survey conducted by the Hudson
Employment Index, 75% of all employees surveyed labeled their
interview experience as either good or excellent. Only 5%
rated the interview as poor. However, of the candidates who
believed the interview was a good one, 20% still indicated that the
job they accepted did not match the job they were told about during
the interview process, and 19% said they did not meet their boss
before joining the company!
According to another survey by the Novations Group, a
global consulting firm based in Boston, 33% of surveyed companies
lost 1/4 of their new employees within 12 months. The top
reasons included unrealistic expectations for the job, the inability
to get along with the supervisor, and not possessing the proper
skills for the position. I think the combination of these two
surveys has clearly identified a lack of clear communication
during the interview process!
The interview presentation
When I say the word “table,” what comes to your
mind? Is it your kitchen table, is it your picnic table, is it
a table at your favorite restaurant, or is it a table in a
document? Word choice and word pictures conjure something
different in every individual’s thinking. The same thing
happens when you use the phrase “heavy work load.” It will be
different for everyone. So let’s look at how to make our
choice of questioning “clear” during the interview process.
The best advice is to keep asking questions about a
statement.
Have the potential candidate present to you their
understanding of the particular job description and how they see
themselves doing the job. This process will be very revealing
to you. Keep asking questions about what they’ve just stated,
until you are BOTH clear on job specifics, as well as personal
fit. (Again, I refer back to the
TABLE.)
One more suggestion: share the process. I
recommend that you have one other person, perhaps your direct
report, participate in the entire process. Make certain
everyone involved in the interview is clear on the requirements and
in agreement. Being clear from the start—inside the
organization and with the potential new hire—will result in a better
fit for you, the new hire, the department, and the company . . . and
retention will soar. Retention begins with the
interview!
(So now that the interview is over and you’ve
identified the ideal candidate for the position, what’s next?
The offer of employment, of course, but is the offer you’re going to
make the complete offer? In our next
issue, we’re going to address and analyze the various components of
the employment offer, as well as discuss why presenting a complete
offer is vitally important in a competitive talent
market.)
