Poor interview techniques create 'inadequate employee performance'

14-12-2007

Poor interview techniques create 'inadequate employee performance'
Poor interview techniques have a negative result on employee performance, a new survey has found.

Conducted by A&DC, the study reveals that 74 per cent of human resources heads believe poor interview techniques are being used in their organisation.

Furthermore, 35 per cent of human resources managers said that such practice results in poor employee performance.

Senior consultant occupational psychologist at the firm Rory Fidgeon commented that many people use there gut feeling in interviews, which isn't the best technique.

"Interviewing well is a skill that is difficult to consistently get right across the entire organisation, whether it's large or small," he remarked.

Marketing manager of A&DC James Foster highlighted the importance of making the right choice.

"Recruiting the wrong person is expensive - research shows that the total cost of replacing a member of staff averages in excess of £8,000," he said.

ClickAJob chief executive Yngve Traberg insists that preparation is the key.

"Everything depends on knowing the right detail about a candidate BEFORE an interview," he says.

"Getting a proper feel for the person in front of you is the paramount need, you must not split your focus investigating background at the same time."

In fact careful preparation often suggests the structure a successful interview should take, he remarks.

Mr Traberg continues: "If you do a proper background check, together with a psychometric test and maybe a skills assessment because competencies are critical, you already have a good source of questions a candidate can respond to."

"Interviews start working when they get beyond a CV," he points out.

"And preparation guides your questioning away from being vague into authenticating the claims a candidate is trying to impress you with.

"By doing the homework, most of an interview will go right, even if you're not an human resources expert," he notes.

As a further safeguard, Mr Traberg recommends taking detailed and accurate references from former employers and colleagues. Done properly, this further limits the risk of employing the wrong person and clears up a lot uncertainty during an interview, he concludes.

Related categories: HR / Recruitment.


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