But most employers still use the traditional method – Gut Feeling
“Most selection decisions are still made in the first 5 minutes of the interview and are often based on the gut feelings of the interviewer,” says Dee Mayer.
Gut Feeling hires result in low productivity and high turnover.
Profiles to Partners works with each client to select the most qualified job candidate using our Develop, Discover, Decide system. Within the Discovery Phase, we make extensive use of behavioural-pattern analysis to probe the job applicant for specific examples of their past.
The reason is simple: The best predictor of a job applicant’s future work behavior is their past work behavior.
Profiles to Partners works with client companies of all sizes to understand, adopt, and enact the following Smart Interviewing Best Practices:
Armed with the skills outlined above, you should execute each interview by:
Refraining from judging an applicant on gut feeling by: asking rapport-building questions; discussing the job; taking notes and explaining why; asking specific, open-ended questions to get specific answers; allowing for silence if necessary; maintaining control; getting contrary evidence and evaluating.