SELECT PERSPECTIVES BLOG

Avoid 90% of Interviewing Mistakes With This Simple Acronym

Posted by  Jaclyn Menendez

interview-mistakes.jpgInterviews are a fantastic way to gain insight about an applicant, but it can be tough to remember all the different best practices. Obviously you want to end up with useful information that will be helpful in your hiring decision, but how can you maximize that likelihood? When you’re deep in conversation with the applicant, what are the most important things to remember to keep the interview on track?

That’s where F.I.S.H. comes in. Keep this acronym in mind while conducting interviews, and you’ll eliminate a significant amount of the biases that can infect your effectiveness. Here’s what to avoid:


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How to Build a Better Interview

Posted by  Greg Kedenburg

interview-day.jpgAs one of the most critical pieces of the hiring process, the interview has the potential to be a ‘make or break’ situation for a large number of candidates. Those that have made it past any screening tools or assessments in place are qualified for the most part, and the interview is one of the last big hurdles they need to jump. Like most other aspects of hiring, however, there are countless different methods of interviewing, all with proponents that will swear by their preferred option.

While there may not be a one size fits all, objectively “right” style of interviewing for every context, there are certainly some ways in which you can maximize the effectiveness of the interview. More often than not, the candidate is coming in on their own time, and as the hiring manager, you’ve scheduled time out of your busy day to conduct the interview, so there’s no reason not to attempt to make the most of everyone’s time. Below are some recommendations to help understand how to build a more effective interview.


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How to Make Skype Interviews as Accurate as In-Person Interviews

Posted by  Rose Keith

iStock_000025394406_Small.jpgIs it possible to conduct an accurate interview via Skype? Many of today’s candidates don’t always live in the same city where the job they’re applying for is. This presents a challenge for hiring managers who want to be able to interview qualified candidates in person, but don’t want to spend the money and time to bring them in for an in-person interview. A lot of companies are turning to Skype (or something similar) to conduct an interview that is more telling than a phone interview, but is more cost-effective than paying for the candidate to travel for the interview.

Does Skype work, though? We think it can. The keys to making Skype interviews effective are:


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5 Interview Tips to Help You Probe Around Vague Candidate Responses

Posted by  Connie Gentry

candidate-interview.jpgMost of us remember having stretched the truth or given “half-truths” to our parents when we didn’t’ really want them to know the whole story. Those of us with children of our own may even be pretty good at knowing when they’re being honest or hiding something. However, it is not always easy to tell during an interview when a candidate is exaggerating or not being completely truthful about a response.

It’s easy to get caught up accepting candidate responses at face value; everyone typically has their best self on display when they’re in an interview setting, and this may ring particularly true for candidates who are very charismatic, convincing, and likable. There are also a lot of blogs and tips out there to help interviewees answer difficult questions and come across as polished, confident, and trustworthy.


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How to Master Behavioral Interviewing

Posted by  Alissa Parr, Ph.D.

behavioral-interviewing.jpgKnowing the basics of behavioral interviewing is a good start. But, how do you fully master behavioral interviewing so you feel confident going into each interview? Back in 1993, an article was published by Ericsson and colleagues suggesting that you need 10,000 hours of practice in order to become an expert in almost anything. This theory became mainstream when Malcolm Gladwell published Outliers and pushed for the merit in this idea. Macklemore even has a song written about it, so the theory clearly has been popularized, and is legitimate, of course.


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The Proof Why Your Company Should Be Using Behavioral Interviewing

Posted by  Alissa Parr, Ph.D.

behavioral-interview.jpgQuick question: What’s the easiest step that you can implement in a hiring process outside of a basic application?

Answer: Interviewing.

Another question: what’s the step in the hiring process that has the most likelihood of being legally challenged?

Answer: Interviewing.

In a review of 158 cases in the U.S. Federal Court involving hiring discrimination from 1978 to 1997, results found that unstructured interviews were challenged much more than any of the other 8 selection devices included in the review. Sixty percent of cases involved unstructured interviews. Of these 81 cases involving unstructured interviews, the challenge was successful in 59% of the cases and the organizations were found at fault. Meaning, there’s a lot of legal risk associated with unstructured interviews.


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Are There Any Benefits to Asking "Weird" Interview Questions?

Posted by  Alissa Parr, Ph.D.

job-interview.jpgRemember the days when we actually had to go to the library, search through a card catalog, and physically retrieve a primary source document or book in order to learn more about a topic? Those days are behind us now. The internet is stock full of information and advice at our fingertips. All we need to do now is reach for our cell phone, ask Siri and question, and she’ll tell us an answer or provide us an article to answer our question. Fantastic, right?

In terms of accessibility, it is fantastic. However, after reading through a recent article from USA Today, providing guidance on how to respond to “weird” questions, I was reminded that you cannot trust everything you read online. Some of the information on the internet is legitimate, but other information marketed as being advice or a best practice is laughable.


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How to Identify and Avoid 3 Common Hiring Errors

Posted by  Lindsey Burke

fixing-errors.jpgAs a decision maker in a hiring process, it is very easy to make errors or include our own personal bias when it comes to rating a candidate’s performance. Making errors in the hiring process can have negative consequences, including potential lawsuits, damage to company reputation, and even a decrease in employee morale. Below we will discuss 3 common hiring errors and a few recommended ways in which these errors can be avoided.


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5 More Interview Errors that Hiring Managers Must Avoid

Posted by  Greg Kedenburg

hiring-interview

In my last blog, I discussed some rater errors that can result from our brains' tendency to subconsciously process judgments about other people. Despite the stigma revolving around the term ‘judgment’ in reference to other people, the ability of our brain to make these snap judgments without involving conscious mental resources is a trait that allows us to function in everyday life without our brains becoming overloaded. However, in a business setting in which objectivity is critical, allowing your brain to let these snap judgments influence a hiring decision is not the best idea. Let’s examine 5 more rater errors that can take place in your brain during and after an interview.


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The Top 10 Mistakes Hiring Managers Make During Interviews

Posted by  Alissa Parr, Ph.D.

ThinkstockPhotos-514562031Structured interviews are one of the best selection methods of determining how someone will perform on the job. Most companies rely on interviews to assess candidate’s skills and abilities. However, without the appropriate training and insights into best practices of conducting structured interviews, hiring managers can commit mistakes leading them to make an inaccurate assessment of job candidates. Below is a list of the top 10 mistakes hiring managers make during an interview.


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