Exploring Recruitment Methods: Interview Effectiveness and Innovative Hiring Practices

Hello all,

We are all involved in something called the HR community. Now, let me know if interviewing is the best way to test the suitability of a candidate. Most interviewees fail to achieve a tension-free state where there can be a good and meaningful exchange of information, which is the exact purpose of an interview. So why should we conduct interviews in the old, ineffective ways? Why not innovate and explore new recruiting methods?

Please share your ideas on how you would recruit people innovatively in your organization to achieve the best results.

Regards,
VINAY.

There have been 34 visits so far. I wonder if the HR community dares to innovate. Why not a single idea on recruitment.

Go ahead everybody. Try your best to innovate.

Regards,
VINAY

Recruiting in the traditional way cannot determine whether the candidate is fit for the position. I expect a new approach.

To save interviewers' preparation time and effort, why not innovate in the filtering process? This is the basic question. By doing so, the interviewer can best utilize the time available to test only the eligible candidates. I have previously shared the recruitment practices followed by Toyota in another discussion. Why not explore similar innovative approaches, or even better ones?

Thank you for your response, and I look forward to hearing back soon for further discussion.

Regards,
VINAY

Hi all,

It's true that we still are not aware of the right questions to be put forward taking individual differences into consideration. I would really appreciate if there are a few suggestions or discussions happening over this topic.

Regards,
Kanika

Dear Vinay,

A lot of water has passed through the Ganges since this issue was first raised. We all believe that interviews are not the best option for recruitment; to be precise, I would rate them as below average. However, the alternatives that have been suggested are not only time-consuming but also quite expensive. Materials are abundant everywhere, and you can always go through them. Research is still ongoing, but with no favorable outcomes.

Therefore, there are currently no alternatives that can replace the interviewing process with the same level of success within the same amount of time and money spent. Until that day comes, keep interviewing.

Kind Regards,
SC

Hey all,

Interviews, when used in isolation, are not very useful and effective. However, if there is a complete recruitment process, they can be result-oriented. Firstly, when we talk about interviews, a study of MBTI and other tools is required from the recruiter, which very few people in India have. Secondly, in the process of interviewing, we can incorporate online psychometric tests, which are neither time-consuming nor costly. Thirdly, the experience and observations of the interviewer can surely yield good results. Many organizations conduct stress interviews to assess a candidate's ability to handle stress. It is all about being innovative and exploring more options.

Archna

Maybe because of the drawbacks in the interview concept, there is the practice of probation, wherein a new recruitee can be evaluated at length.

In recruiting people, I believe that we should never rely on interviews alone. Although it helps (depending on the skill of the interviewer), there are still other aspects which we may take into consideration such as the aptitude and personality tests. If we collate the results of all these, we may be able to come up with a profile of the candidate which is close to who he/she really is in the workplace and in dealing with other people.

Simulated activities may likewise be added to determine the candidate's suitability for the position. If, for example, you need an outgoing, service-oriented, and a team player to fill in a position, you may come up with an activity that will require interaction amongst the candidates and would require them to show the abilities needed for the job. So as not to make them conscious that they are being watched, introduce it as a "get-to-know-the-others" activity.

But as HR professionals, we all know that in recruitment, every time we hire someone no matter how much we think that he/she is the best candidate, we are still taking risks. More than the method, the recruiter's skills are likewise important.

Apart from the skills of the interviewer and the knowledge that he possesses, don't you think there is something more that he should have: creativity, to test the candidates? Maybe, for example, making the candidate wait for 1-2 hours before calling him in to test his patience and agitation levels, and so on. Why not be creative and ensure everything required to the maximum possible extent.

Regards,
VINAY