| Clients choose a search firm because of their ability | | | | ahead of the interview. This helps to ensure that |
| to locate the top talent for them. They rely on the | | | | different interviews are conducted in a more |
| quality of candidates that are searched out for them. | | | | consistent and therefore reliable manner. This is |
| One way that search firms can maintain this quality | | | | especially important when there is more than one |
| by using the same best practices that are in place in | | | | interviewer involved. |
| the top human resources management groups. | | | | This is the basis of so-called "criterion-based" or |
| A key component of those best practices is the | | | | "behaviorally-based" interviewing, where the |
| selection interview. This is where the rubber meets | | | | interviewer gathers evidence that supports or |
| the road. After spending time with the client to | | | | refutes the interviewee's claim to possess particular |
| determine what the requirements for the job search | | | | skills or characteristics. The generation of questions |
| are, formal (skills) and informal (fit) then and only | | | | normally involves drawing out from the candidates |
| then, should a search firm embark on a job search | | | | evidence about how they have behaved in |
| for the client. | | | | circumstances relevant to the prospective role. |
| In the 1950's interviews were regarded as having the | | | | Questions that deal with problem solving in a work |
| scientific status of palmistry. They were wholly | | | | context will be particularly relevant. Follow-up |
| unreliable, it was argued, in that different | | | | questions are needed that probe the replies in more |
| interviewers' judgments of the same candidate would | | | | depth. Questioning normally involves a balance |
| differ. | | | | between open, exploratory questions (eg "tell me |
| Some psychology departments dispensed altogether | | | | about the job with ...") and more direct, closed-ended |
| with the interview as a selection device, even for so | | | | questions (eg "You were with our competitors for |
| humanistic discipline as clinical psychology. This same | | | | some time. How much did your team increase its |
| logic also gave rise to a huge increase in the use of | | | | productivity ?". "How was this accomplished ?") |
| psychometric tests, whose objectivity was easier to | | | | Search firm's expert executive recruiters are well |
| demonstrate. | | | | versed in applying this scientific approach and are |
| In dealing with the skills component the current | | | | thus able to deliver to their clients the talent needed |
| thought on the scientific basis of interviewing | | | | to fill their strategic procurement needs. |
| concerns how data of greatest relevance can be | | | | Talented recruiters are also well versed in being able |
| sought and how interviews can best be structured. | | | | to determine the 'fit' component of a search. This is |
| The basic aim of the interview is to elicit from the | | | | due to the time and effort they take in |
| interviewee evidence that relates to his or her | | | | understanding not only the job requirements but also |
| abilities, interests and motivation, on the basis that | | | | the culture and style the client has. During the |
| previous behavior is a powerful predictor of future | | | | candidate interviewing process recruiters are |
| behavior. The generation of the questions to elicit | | | | constantly assessing the individual's fit as well as their |
| these answers for a particular job search requires | | | | skills. |
| considerable judgment and is normally carried out | | | | |