The Bionic Interview
Have you ever hired an employee and found that the person you interviewed and the person who showed up to work 91 days later were two different people? If so, you probably asked yourself who the person was you interviewed and what happened to them. Happens all the time.
The reason this happens is that the person in front of us is always a mix of who they really are and whom they are trying to be. We all want to put our best selves on display, especially in an interview, so the behavior in an interview can be somewhat deceiving.
The bionic interview actually starts way before the interview begins. You must first understand the job requirements and goals. We call this “building a job target”. We use scientifically-backed data to help our clients build a job target that is reflective of what type of person would be most suited for that role. Once the job target is set, our clients can begin to assess and match candidates to the role and ask specific behavioral questions based on any deficiencies between the job target and the candidate. Some clients refer to it as their “cheat code”.
Behavioral-based interviewing is a fairly common technique that focuses on a candidate’s past experiences, behaviors, knowledge, skills, and abilities. In this helpful article about preparing for and conducting a successful interview, The Society for Human Resource Management (SHRM), suggests asking behavioral-based interview questions with the aim to discover how the interviewee performed in specific situations. The rationale is based on the thought that past performance predicts future behavior. For example, how the applicant handled past situations will indicate how they will handle those same situations in the future.
Click here to watch a brief video about how Clear Leader Group uses scientifically-backed data to hire the right candidate. If you want to learn how to interview quality candidates, make the right hires, and not be surprised on day 91 by a new hire’s behavior, contact us today and we will show you how to hire the right person for the right role.