Tips on Designing a Better Hiring Process

When recruiting employees for your company, the traditional interview process of questioning aspiring candidates is flawed and inefficient. Studies have shown that the average interviewer only spends about four minutes talking to each candidate. In contrast, the rest is spent on other activities, such as checking email or taking phone calls.

In addition, research has shown that the average interview only predicts about 14% of future job performance. This means that interviewers base their hiring decisions on factors that have little to do with a candidate's competence to do the job.

If you want to design a better hiring assessment process for your company, here are a few tips:

1. Think Beyond the Interview

Instead of relying on the interview as your primary hiring assessment method, consider using other assessment tools such as aptitude tests, work samples, and personality tests. These assessment tools can give you a complete picture of a candidate's skills and abilities.

For example, if you want to check if the candidate can think critically and solve problems, you can give them a critical thinking test. Or, if you're going to see how well the candidate can handle customer service inquiries, you can provide them with a work test where they have to deal with a demanding customer.

Using these assessment tools can get you a complete picture of the candidate, making you hire the best person for the job.

2. Use a Structured Interview Process

If you decide to use the interview as part of your hiring assessment process, use a structured interview format. In a structured interview, all candidates are asked the same questions in the same order. This allows for a more uniform process for comparing candidates more efficiently and minimizes the impact of interviewer bias.

3. Focus on Job-Related Criteria

When designing your hiring assessment process, focus on job-related criteria. This means that you should assess a candidate's skills, abilities, and knowledge necessary for the job's success.

For example, if you're hiring for a customer service position, you'll want to assess a candidate's ability to handle customer complaints, resolve conflict, and stay calm under pressure. Excellent customer service requires outstanding communication and people skills, so ask questions that will give insight into a candidate's ability in these areas.

4. Make Sure the Process is Valid and Reliable

Validity refers to whether the assessment measures what it's supposed to measure (i.e., its accuracy). Reliability refers to the stability of the measurements. If an evaluation is unreliable, it can produce different results each time it's administered, making it difficult to compare candidates fairly. 

To ensure that your hiring assessment process is valid and reliable, you should work with a qualified psychometrician who can help you design and administer appropriate assessments. 

For instance, the psychometrician can help you choose the suitable assessment for your needs, administer the evaluation in a way that minimizes bias, and interpret the results in a meaningful way for your organization.

Final Thoughts

There are a few significant points to learn when designing a hiring process: making sure the process is fair, ensuring that all candidates have an equal opportunity to shine, and making the process as efficient as possible. Following these tips can create a hiring process to help you find the best candidates for your organization.

Kandio helps companies hire proven candidates through our reliable hiring assessment tests. Try them for free today!

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