Gone are the days when interviewers stuck to a list of interview questions to ask about the candidate’s strengths, weaknesses, etc. Recruitment has come a long way and as a hiring manager/interviewer you should know that an interview isn’t an interrogation—it should be a comfortable conversation.
But, how would you make it a breezy meeting while capturing the essence of the person in front of you? If this is something that gets you a bit perplexed, here are some pointers for you to come up with better interview questions for your next interview.
If I asked you if you were an above average driver, you'd probably answer yes. Almost everyone would (myself included) but the reality is not everyone is in the top 50% of drivers. Similarly, as Hiring Managers we all believe we are pretty good at picking great people for our teams. This can be despite low productivity, high turnover, and ongoing culture problems.
We’re all familiar with the phrase “recruit for culture, train for skills”, but if we lack values-based process, it will quickly come back to the Hiring Managers ‘gut feel’ of cultural fit. That’s why developing values-based recruitment process is critically important.
Values Based Recruitment describes a process where organisations intentionally recruit staff who align to the organisational and team values. It makes culture and values the primary focus, with skills and experience secondary.
The benefits of recruiting for values are:
Author | Andrew Nicol is the founder and CEO of Agoge Recruitment and coHired, based in Hamilton NZ.
Agoge is a values driven human resource company that is passionate about helping employers source people who fit into their teams, are productive and stay longer.