Hiring quality talent is no easy task, but that doesn’t mean that supervisors just have to hope that they get lucky. There’s been a great deal of research on how to hire people successfully. Job interviews might be standard across multiple industries, but that doesn’t make them effective. In reality, job interviews are ineffective by design.
1. Job interviews do not offer objective evidence for anything.
HR directors who walk away from job interviews will not get any actual data from them. Personality tests, cognitive tests, and integrity tests can give business owners tangible results that they can use in order to easily draw comparisons between other applicants. The information that people will get from job interviews is too imprecise and diffuse to give anyone anything that they can use to make the perfect selection.
2. People do not demonstrate their work-related capabilities during job interviews.
Job interviews don’t even reliably test social skills, since no one can know a person in a half an hour. They certainly don’t test skills that are more directly related to a person’s work performance. The interviewed person hasn’t actually done anything to indicate whether or not he or she is qualified for the job. People do much more to demonstrate their abilities when they take cognitive and integrity assessments.
3. Job interviews have failed their own test.
Job interviews have been used for a long time. However, ever since the 1980’s, the evidence against job interviews has been increasing. At the end of the day, employers need to choose what works. Job interviews have had every opportunity to prove themselves, and they’ve failed.
At Nextaff, we can help you get the skilled employees you need through our X-FACTOR system. Unlike job interviews, this program is backed by research.
Contact us in order to explore this subject further and take a look at our related free whitepaper in the meantime.