posted 31st May 2023
Having worked in recruitment for a long time now, it still fascinates me how the psychology of the hiring process has changed very little. It is still very much a human process based on opinions rather than a diagnostic one based primarily on facts.
The whole concept of an interview or interview process being the sole way of making your decision regarding filling a role is fundamentally flawed. This can be often be seen as a cut and thrust encounter where the clever interviewer skilfully gets the candidate to reveal their real self including all their weaknesses. The reality is it has to be remembered that you are often only seeing the parts of the company, the job, or the candidate that the person chooses to show you.
Top Tips for a Good Interview Process
1. Look for facts
2. Short first interviews
3. Try to make your judgement based on the real person, not a good interview
The question to ask is, what would you like to make your decisions in life moving forward based on? Facts or opinions? How would you like to be judged?
I am a believer in the idea of stoicism, an ideology practised today, but developed in Roman times. Part of this thinking is always to focus on the facts, wherever possible, and try not to make judgement on opinions, including your own, when making key decisions. I would suggest this is the best way to conduct your selection process and you should make great efforts to look for factual information where at all possible.
The number one piece of advice that I would give anybody recruiting would be try and find somebody you trust, who knows the potential candidate, and just ask them what is the person is like, as an individual and performance-wise. To some extent, you would be asking for an opinion, but hopefully based on factual information. If somebody can tell you that a person is talented, hard-working, personable, and reliable why interview, just give them the job!
However, you probably often won't know anybody so my advice is then to focus on the facts first. Look at the length of times spent in jobs. People keep good people and let poor people go. Ask about actual earnings. People pay good people well to keep them and don't increase poor people's money because they do not mind if they leave. For a sales person look at their P60. Good sales people earn commission. If the figure is high that means they have sold things which is what you want them to do. If a technical person has accreditations this means they care about their career and future. Look for any physical thing they have done that proves dedication such as a black belt at karate, running the London Marathon, participating in sports, or volunteering. These show how somebody is, not what you think they are from an artificial one hour conversation called an interview.
In actuality, you will have to interview people even with this approach. But history shows there are ways to help create a better interview process.
Ways to Create a Better Interview Process
1. In reality, most interviews are decided within the first five minutes. Making your first interviews short and virtual can save your time and effort and that of your candidate.
2. New managers often tend to to think far more people can do their jobs than old managers. They have no history of candidates reminding them of previous failed recruits so approach the interview process with positivity. Try and ensure the person conducting the interview enjoys recruiting and presents a positive image of the company and the role.
3. Research shows many hiring managers think interviews have gone well when they do most of the talking. Counter intuitive but true. If you're a candidate, ask lot's of questions. If you are a manager be aware as good candidates often know this.
Also remember, good people can interview badly and bad people can interview well. You are trying to find the best person for the job, not the best person at interviewing for the job.
Gary Sargeant, Managing Partner, TSR Select
If you are a company looking to recruit technical or sales staff in Cloud, Cyber, or Managed Services, we can help you.
Please get in touch with us by emailing contact@tsrltd.co.uk or calling 020 3837 9180. We look forward to working with you!