Why Improv Should Be The New Rule Of Hiring

Want to improve the lasting value of your hiring? Online applications and even in person interviews fail to find the true value in many candidates because they ignore the real world dynamics of interview methods that can help you identify your best talent. These methods should include the art of improv or some kind of job auditions. You will find improved diversity of candidates. You will create a lasting impression and make sure candidates feel more satisfied with your interview process. You will be better able to see emotional intelligence in action. You will be able to create a unique and even "cool" hiring process that will not break of the old, dated and frustrating march candidates face it seems every time they apply and are rejected.

Let's look at the end of the hiring process for just a moment. Most candidates for jobs and companies agree on one thing - hiring today is broken. Applicants to many jobs, interested in interacting with hiring managers are increasingly desperate to make a human connection. What happens? They are pointed by people and robots to the dreaded ATS or Applicant Tracking Systems, online only first impressions, maybe you make it through the threshers online and even have an HR screener interview. No matter. You may receive a message like this at some point in the interview process:

Dear (Candidate Name):

Thank you for your interest in the Corporate Account Manager opportunity with (Company).

We are a growing company and were very fortunate to have a number of talented candidates apply for this position. After careful consideration, we have decided to pursue other candidates for the role. We encourage you to visit our website for additional opportunities that may be of interest.

Thank you again and best wishes in your job search.

Regards,

(Company) Talent Acquisition

Depending on the stage of the interview process it's no fun to receive this automated response. It can be a little less stressful, perhaps, to get a more detailed rejection like this:

Dear (Candidate Name):

Although the hiring team was impressed by your credentials, there were many qualified applications and at this time you have not been selected to return for a third interview so, at this time, your candidacy for our open major account leader position is no longer under consideration. 

On behalf of the hiring team at (company) we want to They would express our appreciation for the time you invested in applying and interviewing.

Thank you again for interviewing with the team and we hope you will continue your interest in our company in the future.

Sincerely,

Jane Smith, HR Manager

After you receive this slightly more personalized but automated response it leaves you, the candidate, guessing. The company sending the rejection really never experienced you which adds to the frustration on both sides. As a candidate you wonder. Did you blow the interview? Who did they hire? What happened during the process that I could have done better? Do they really want me to apply again after vetting and rejecting me? It can leave candidate heads swirling with questions. For the company supposedly trying to "hire the best and brightest" they know in their collective heart they didn't properly consider you but alas, what can they do? That's just the way hiring is. Closer to the truth is it doesn't have to be this way for both parties.

Whether you are rejected from an automated system or in person, whether the company knows that hiring is broken I think there is a key flaw in common between candidate and company. Most candidates and companies feel that "something is missing" from the interview process, the kind of real human interaction that is often a part of most positions. Let's fix that with something that could work and should be added to the process, the earlier the better. Improv based job auditions.

If we admit hiring has a problem even now in the supposed low unemployment good times. How should it be remedied?

After initial screening for the basics of the candidate, think about trying these methods to secure the best candidate by using the rules of improv. From the point of view of candidates be ready for some of the new rules of improv based job audition hiring.

Here are some guidelines for companies (and tips for candidates):

1. Agreement By Teams Matter.

The heart of a great improv troupe means some kind of agreement. If you provide a situation to a group of candidates you might say something like: You are in a distant island with a small amount of food and drink. You have ten minutes to find a way to create a survival plan. Go. Improv rules according to people like Tina Fey and Second City say you should agree. Whoever comes up with the idea or even if the company poses the open situation it should start by the rest of the participants agreeing that this is the situation and you move forward. After that watch and listen at how the candidates interact with each other or how the candidate interacts with those participating in the improv hiring situation. See how your potential candidate(s) interact and act when give a situation.

2. Look For Creativity And "Yes, and..." To Identify Talent

In improv it is all about taking the situation to fun, sometimes interesting or even ridiculous ends. It requires the participants to agree and it also suggests, from the world of improv, to take the situation to some kind of destination. Look at how candidates interact with each other, communicate concerns and try to find solutions. Look for those who dominate the discussion. This is a quick glimpse of at the reality show you will see at work. Done right, improve reveals part The Apprentice, part Survivor and part The Amazing Race. You will see quickly how other contribute and collaborate. You will see emotional intelligence or unintelligence in action. Watch, listen and participate.

3. Don't Push Too Many Ground-rules.

The only real ground rules of an improv interview interactive should focus on common decency and courtesy. Other than that let them fly because through their words, interactions and behavior you may see the things that will make them a strong fit within your team or a missing link. In the improv interview with candidates or among candidates just make sure that they are encouraged not to disparage others and use some common decency. If not shut it down or let them know a line has been crossed. Other than common decency rules are off the table in terms of use of imagination, creativity and more. Just as in the reality television shows common courtesy should be expressed between competitors. Let the improv candidates role and see how they stand out. Don't ignore the quiet ones. Sometimes the more dominant improv actors or candidates say too much and if you are considering, for example, excellent negotiators, the more boisterous may be the less likely to succeed.

It's high time companies reinvent the broken world of impersonal hiring decision-making. Let in the power and observe the emotional intelligence of your candidates at some point in the vetting process. It will reveal so much more than just the traditional resume, application, cold HR screening interview and dog and pony show of a boring, outdated hiring process. You might say: But John, this is a nice theory but it will take up time, time that our company does not have and possibly slow down the hiring process. That costs money. Did you consider that? I might reply like this: Do the math on what a bad hire costs you and tell me if this eliminated poor candidates and helped you identify top talent would it be worth it?

I could argue more right now but I would rather agree with you. Can we agree that hiring candidates needs to improv, that cold auto responses don't endear others to your company? Could we be more creative in identifying top talent and how that top talent might really work with the rest of the people around them? Okay then, we agree?

Let's actually act that out!

For More Information:

John M. O'Connor has contributed to many of his client's career and has been a Forbes Coaches Council contributor to over 200 original articles and quotes over the last year and a half. He has contributed to career articles for many years in the Wall Street Journal, AARP, AOL Careers, in many JIST career books, newspapers and magazines.

Put This Information To Work:

If you'd like to learn how to increase your talent diversity and improve hiring methods as a person or company go to CareerProInc.com and ask about talent acquisition methodologies that work and will work for you and your company.