Bad interviews waste budgets

There is a difference between making conversation and having a conversation.?

Think back to every conversation you have ever had, and how many of those were worthwhile. Either you came away uplifted, educated, relieved – I’m not saying that they were all profound but they invoked some kind of emotion or outcome.?

In its most simple essence, an interview is a conversation where two people should be trying to uncover each other’s motivations, agendas, goals, values and yes, past experience etc. It shouldn’t be a one-sided surface level, fact-finding mission.

If you have to ask – you are doing it wrong.

Your interview should be centred around series of values-based questions to ask all candidates. This will ensure consistency and ensure you can compare candidates fairly. This approach can help prevent unconscious bias having an impact, as the hiring team will have complete agreement on the values being assessed.

Now on to the interview questions. Traditionally, these covered work experience, qualifications, references, education and maybe touched on hobbies. VBR encourages hiring teams to use behavioural questions that assess skills, adaptability and value-based tendencies of candidates.

Examples include asking interviewees about a previous project, difficult work situation or challenging experience and how they dealt with it. Hiring managers will gain more insight of potential and value fit with questions like these, rather than what exactly a particular qualification on an applicant’s CV entails.

By using value-based questions, hiring teams will be able to see how a candidate handles pressure, their work ethic and drive, their level of integrity as well as the functional skills needed to do the job.?

You know where we are if you need us.?

Lukas?