Overcoming,the,Second,Biggest, business, insurance Overcoming the Second Biggest Hiring Mistake
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The sole purpose of an employment interview is to investigatewhether the candidate can succeed in the open position. Uncovering thatinformation requires a rigorous, disciplined interview process thatleaves no question unasked and no stone unturned.Yet, according to a research study we conducted the second most common hiring mistake at the executive level involves just the opposite.In too many cases, executive hires involve a sloppy, undisciplinedprocess that fails to put candidates under the magnifying glass, verifyclaims or check facts. And when hiring managers accept at face valueeverything candidates say during job interviews, a bad hiring decisionalmost always follows.In our workshops and training sessions,we routinely ask executives what percentage of job applicants embellishor exaggerate their accomplishments during the interview? In mostcases, we hear a number from 100 to 125 percent, because manycandidates embellish more than once.Granted, not every job candidate is guilty of what we callinterview puffery, but it does happen on a regular basis. And unlessyou take adequate steps to guard against it, you can easily end up witha hiring decision that ends in failure.So what is the solution to eliminating candidate puffery and avoiding hiring mistake #2?Become a great interview detective and that requires a rigorous probing process.Put The Candidate Under the Magnifying GlassTo validate the candidates answers to the five key questions,we recommend the Magnifying Glass approach, a technique that involvesasking for multiple examples of each answer to make sure the behaviorisnt the exception to the rule.Put on your reporters hat and ask who, what, when, where and whyand how questions. In other words, ask candidates to describe, inspecific terms, who did what, where and when they did it, how they didit and why they did it that way. Then ask for the outcome/results todetermine if their approach succeeded.Examples of generic magnifying glass questions include: Could you give me an example of that? Can you be more specific about that? Can you give me a bit more information about that? What were the most important details about that situation? Tell me about another time when you faced a similar situation.The idea is to gather as many specific details as possible abouteach key question. To drill down further, ask questions more focusedquestions, such as:What was your role in the project? How did you define and measure success? Can you give me a few examples of your personal initiative on the project? When have you faced a comparable challenge? How did you and the team make mid-course corrections? What did you learn from this project? With the benefit of hindsight, what would you do differently next time?Be prepared to spend 15 to 30 minutes exploring the details of eachexample the candidate gives you. Keep going until you uncover what youneed to know or it become apparent the candidate is being elusive oroutright lying, at which point you might as well cut your losses andend the interview.Your goal is to assess their analytical, problem solving and presentation skills in your work environment.Successful interviewing is all about drilling down and getting tothe facts. By asking for example after example, you will discover acritical truth about the interviewing process that candidates cantmake up false answers quickly enough. They have either done what theysay they have done and can describe it in infinite detail, or they willimplode in front of you.To ensure that your interviewing process uncovers the information you need to know, ask the five key questions (see our book Youre NOT The Person I Hired)probe for relevant details and give a meaningful homework assignment.You will get a very accurate picture of the candidates ability toperform on the job and, more important, youll make better hiringdecisions.
Overcoming,the,Second,Biggest,