Why Should Your Organization Be Interested In Better Interviewing Skills?

Employee costs are rising. Despite attempts by management to control these costs, people continue to account for the lion’s share of any organization’s operation expenses. Any person in an organization who is not producing at optimum capacity reduces productivity. For many managers, the single largest “purchase” they make is a new employee.

Yet most managers and supervisors lack the skills needed to make  good selection decisions. Even Human Resource Professionals have noted that interviewing can be a difficult job. Gut feelings and subjective impressions often are the dominant factors in hiring decisions. If your organization has not trained managers to make accurate selection decisions, they probably are not doing as well as they could. Interviewing and selection skills are trainable. The results of a more systematic approach to the hiring process include:

  • Reduced turnover
  • Greater consistency between interviewers in evaluating the same candidate
  • Training investment not wasted on employees who leave or are terminated early
  • Ease in reaching a hiring decision because of well- defined job requirements
  • Lowered advertising, agency or search fees
  • Increased morale and productivity in work teams due to well- matched new hires
  • Costly, unnecessary EEO/ADA complaints easily avoided
  • Professional interviews which reflect well on your organization
  • Increased percentage of new hires who perform up to expectations or standards

These and other benefits translate directly into a saving of dollars and increased productivity.

Selection interviewing is not an exact science, but studies demonstrate that improved accuracy in the selection process is possible. How To Pick The Right People uses this research and teaches concrete skills necessary to improving hiring accuracy.