| | A new survey of UK heads
of HR shows that 74%
believe people in their
organisations use poor
interviewing techniques,
resulting in inadequate
employee performance
that affects the bottom
line. The survey,
conducted for A&DC, a
provider of assessment
and development
solutions, shows that
bad interviewing
techniques have major
consequences on business
results, with 35% of
respondents stating it
shows in poor employee
performance and, most
notably, 24% judging
that it affects the
bottom line.
A&DC's survey also
shows the amount of time
it takes for HR staff to
prepare fully for each | |
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| | interview; 70% of HR
managers take at least
20 minutes, while 25%
spend over 40 minutes
creating a series of
comprehensive questions.
A third of the
respondents believe that
the main barrier to
making reliable and
consistent selection
decisions is simply down
to poorly trained
interviewers. And 17%
state that lack of time
is a barrier to making
the right decisions
every time. Only 16% of
respondents thought that
most (81% or more) of
the people in their
organisation interviewed
well, ie consistently
and fairly.
Poor interviewing
techniques have,
according to the 106 | |
|
| | respondents, major
consequences on business
results. Apart from poor
employee performance and
affecting the bottom
line, the HR heads also
believe it wastes time
(9%), wastes money (9%),
creates disaffection
amongst staff (7%) and
leaves candidates with a
bad impression of their
organisation (16%).
Rory Fidgeon, senior
consultant occupational
psychologist for A&DC,
explains: "Interviewing
well is a skill that is
difficult to
consistently get right
across the entire
organisation, whether
it's large or small. The
survey shows that few
heads of HR see their
people interviewing
well, which backs up the | |
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| | stories we hear of so
many interviewing with
'gut feeling' as their
main guide. Using this
type of judgement in
interviews doesn't work
consistently. The
results show huge scope
to improve and simplify
the interviewing
process.
Competency-based
interviews more than
double the chances of
hiring the right people,
yet previously they have
taken a great deal of
time – often over an
hour – for trained
individuals to pose the
right questions for each
interview.".
A&DC has created
CBI-Smart, an online
tool that enables all
interviewers, trained or
not, to quickly, easily | |
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| | and inexpensively use
competency-based
interview (CBI)
techniques to more than
double their chances of
hiring the right people
first time.
CBI techniques are
designed to gather
specific behavioural
evidence from an
individual's past
experience in relation
to a number of
pre-determined
competencies, or
criteria, for a specific
role. A format is
adopted that allows
interviewers to be sure
that the responses they
receive are both
comprehensive and wholly
accurate.
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