 |
Recruitment Interviewing
A good interview panel delivers a solution for your company. A bad interview panel delivers a problem. There’s a rule of thumb that says a bad hire can cost your company three times the persons salary over the duration of their tenure. But even if that’s excessive, companies still risk huge sums on the decisions made by their interview panels. Let’s say you use a recruitment company to help you hire a senior manager for €80,000. You interview and appoint. And over the next eighteen months you discover you made a mistake. Not only do you have to deal with the underperformance of that manager, but you pay the recruitment company €20,000.
€20,000 because a small group of people did one bad interview.
That’s the negative. But there’s a positive. A well briefed, competent, insightful interviewer can find the hidden gem; the person who will add huge value to the company, the person who will contribute over and above what’s expected. The person a less competent interviewer might miss.
And that’s where we come in. No theory. No buzzwords. No teaching grandmothers to suck eggs. Most people know that you should figure out what you’re looking for in advance of the interview. Most people know you should look for concrete evidence of previous competence. Most people know you should ask incisive supplementary questions. They don’t need to be told that again in fancy terms.
So we don’t do that.
We make interviewers and interview panels better able to do their jobs. We push them through real interviews, we make them come to decisions and develop assessments and we help them interrogate their thought processes and their actions.
End result; they leave us better able pick the best person. That simple.
The course takes one day and we can take a maximum of six people (any more than that and we can’t give individual attention to everyone).
We also do seminars and lectures on Recruitment Interviewing if you need more people trained than is practical in groups of six.