How to Remove Bias From Your Job Interviews

Assuming the responsibility of hiring a new person is exciting, rewarding, and slightly terrifying, all at the same time. In the current job market, there is so much more to do than study a resume and conduct an interview. Unstructured interviews are seemingly disappearing and being taken over by more standard practices that will give further insight to how an individual will actually perform on the job, and rightfully so. It is no secret that you want to like the person you’ll be working with, but asking questions about what a candidate likes to do in their spare time, or where they enjoy vacationing, isn’t doing your organization any favors.

Why Your Interview Process Should Be A Two-Way Street

Way too often the interview process is looked at as a way for the candidate to impress their prospective new employer, with no regard to how the employer should also be in ‘wooing’ mode. If you’re in the traditional mindset that an interview is structured so the candidate can win over the employer, you may need to rethink your motives here. What employers are failing to realize is the interview process is best compared to your dating experience. Think of it this way, during the first date you can get a pretty good idea of how well the two of you will mesh. You learn more about your date, their interests, hobbies, family, and values, and of course, they learn the same from you.

Human ResourcesMarketing TeamJanuary 20, 2017HR, Interviewing, Hiring, Hiring Process, Candidate ExperienceComment

How to Add Structure to Unstructured Interviews

Last week I shared a blog about some of the differences between structured and unstructured interviews. As I mentioned before, unstructured interviews are the most commonly used, but they aren’t necessarily the best. The problem with unstructured interviews is that they tend to be biased.When interviews lack structure and don’t have a guide to follow, final decisions are more likely to be based on biased decisions. One way to avoid this and improve your interview process is by adding structure. Adding structure to your interview process ensures candidates have equal opportunities to provide information and are assessed accurately.

Human Resources, BusinessGuest UserMay 9, 2016hiring, Interviewing, hr, Human ResourcesComment

Structured vs. Unstructured Interviews

When selecting new talent for their company, an employer must first interview all the prospective candidates in order to get to know more about them and find out if they are a good fit for the job. Job interviews can contain different types of questions - open ended and close ended, brief or descriptive. Depending on the job description and the company’s policies, specific questions are chosen for the interview process and both structured and unstructured interviews can be conducted by the employer.

Human ResourcesGuest UserMay 3, 2016HR, hiring, recruiting, InterviewingComment

Questions to Ask Yourself When Hiring

Let me fill you in on the past two weeks of my life here at Dominion. We’re hiring for a new Marketing person and with me being in the Marketing department I have been lucky enough to aid in this process of selecting a new team member.

Step one: Post job
Step two: Receive an overwhelming amount of candidates
Step three: Try and sort them out

Human Resources, BusinessMarketing TeamFebruary 9, 2016Interviewing, Hiring, HRComment

Navigating the Interview Process

Interviewing can be a nerve-racking process for the hiring manager. Selecting talent doesn’t start with posting a job opening and end when a candidate is hired. Effectively hiring demands a clear and well-defined process. Selecting talent ends with ensuring the right candidate accepts the offer and joins your team with a positive and engaged outlook. So how do we get the end result? As I mentioned before, we must start with a process.

Human ResourcesMarketing TeamNovember 7, 2014Hiring, Human Resources, InterviewingComment

3 Things Interviewers and Candidates Need to Do

When we hosted a webinar with HRM Innovations about selecting talent, I kept feeling nostalgia of previous interviews I have conducted and attended (cue cringing). Until recently, I had only been on one side of the table, which was not my favorite thing.

But I always thought it would be so much easier interviewing people than it would be to get interviewed. However, I’ll be the first one to tell you, both sides of the table can insight fear and be undesirable – but they shouldn’t! Here are some things I have picked up going to and conducting interviews.

Human ResourcesMarketing TeamAugust 19, 2014InterviewingComment