The Interview Results Capture Meeting
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This cast explains how to capture interview results in a fast and simple meeting.
One of the things we have learned over the years is that bad hiring is easy, and good hiring is hard. It's easy to hire someone who isn't going to work out – just do one interview, don't dig for details, don't listen to the doubts you're feeling, don't interview for the soft skills.
Of course, this is what happens far too often...and then when there are culture or discipline problems, everyone starts talking about changing the culture, or doing exit interviews. But the answer lies in smarter -- and harder -- hiring.
In this cast, we share a simple way for a hiring manager to make a decision about a candidate. You'll probably hear a surprise or two, so listen in ... and you'll also hear Horstman's Law of Bad Hiring!
This cast is one in a series to be called How to Hire, which is part of our larger set of series on Managing Talent.
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Hi Mark and Mike! I don't quite
Hi Mark and Mike!
I don't quite understand your distinction between "skills" ("necessary skills") and "technical" ("specific skills"). Can you elaborate on that or give some more examples?
Bye,
Martin
The link to the "quick and dirty
The link to the "quick and dirty interviews" cast is nice. The description of the reporting format felt like a nice repetition of that exercise.
Martin, Think about the Marketing
Martin,
Think about the Marketing person interviewing the IT project manager. Does the candidate have the skills needed to work with me? Does she know enough about customer relationship management to effectively communicate with the Marketing team? Has he managed a project with stakeholders who may not share all the same goals?
Those are different skills than the technical ones of knowing how to resource level a project plan, how to do critical path analysis, or detailed knowledge of the feature set of the system being implemented.
There is a gray area, no doubt. Communication, for example, is both an interpersonal skill and a job skill (and might be a technical skill for a marketing communications manager!).
Hope this helps.
John
I took a lot of value out of the "Hire
I took a lot of value out of the "Hire or not hire". I admit I'm a manager that likes to analyze people and tons do, I appreciate getting thrown out of that mindset and changing for the better! Awesome, again as per usual :). Thanks!!!
Jorrian Gelink
Manager Tools does it again: Getting
Manager Tools does it again: Getting Laid Off - Finances Rule...
This week's episode cuts through the BS straight to the core of the issue in Mike and Mark's typical direct style: Whether you get laid off or terminated, the state of your finances are what determine how well you are able to handle the situation.
M...
I liked this podcast very much.
I liked this podcast very much.
Isn't it better to collect ALL the "What" or "Yes/NO" answers BEFORE asking each person the "Why" question? This way you completely prevent one person's answer to influence others.
Malekz
Malekz- Thanks for the kind
Malekz-
Thanks for the kind words.
No, it's not necessary if you tell everyone to come prepared to first say yes or no, and then defend their points. The reason folks come in now and are swayed is because they've not been asked to make the call themselves in advance. I promise you, they will vote what they prepped for. And, if you have someone who switches a couple of times, take them off your interviewer list - they are unneessary.
Mark
John, thanks for clearing that up. I
John,
thanks for clearing that up. I understand now.
Bye,
Martin
Whar are the 4 behavioral questions
Whar are the 4 behavioral questions referred to in the shownotes and slides?~WJC
It doesn't look like this podcast
It doesn't look like this podcast appears in the "Hiring" category in the podcast list. Might want to put it there.
As usual, a very beneficial cast. We
As usual, a very beneficial cast.
We have 6 candidates coming in over the next 3 weeks. Do we schedule an "Interviewing results Capture mtg" after each individual interview or a big one at the end covering all 6?
Cheers,
Dan
3 Interviews over a week
Question as posted above. We have a few candidates interviewing from a Friday to a Wednesday. Do you recommend an interview results capture meeting at the end of each, or one at the end? I'm thinking that at the end of the interviews, and then we would go around candidate by candidate, but would like some guidance on this. This will have been my first interview results capture meeting, and would like input from those of you who have done this in the past.
Thank you.
Randy
After all three.
I recommend only one results capture meeting at the end of the sequence of interviews. To me, the meetings are close enough in time that everyone remembers each candidate.
Easy to use and immensely effective
Dear Mark and Mike
Thanks for this simple but incredibly effective podcast. I did exactly what you recommend in this podcast in a hiring process last week and it worked like a charm.
Almost as good as the handshake podcast ;-)
Cheers
René