nine steps to making your interviewing system world-class

© Development Dimensions International, Inc., MMXV. All rights reserved.

Nine Steps to Making Your Interviewing

System World-Class


This guidebook will:

• Answer the question: Why should you consider changing your interviewing system?

• Identify the 9 steps to follow in order to make your interview system world-class.

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Interviews are the most commonly used tool in the majority of hiring and promotion decisions. Does your organization's approach to interviewing need to change?

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Research tells us…

87% of all interviewers are

confident they make high quality hiring decisions–they don’t perceive a need to change.

DDI (2009): Are You Failing the Interview

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BUT…

46% of all new hires fail,

and only 20% achieve

unequivocal success.

Leadership IQ (2012): The three-year study compiled results after studying 5,247 hiring managers from 312 public, private, business and healthcare organizations. Collectively, these managers hired more than 20,000 employees during the study period.

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AND…

The #1 reason for failures is

an overreliance on hiring manager evaluations of talent in the interview process.

DDI (2012): Global Selection Forecast

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THEREFORE…

If talent matters to your organization, you MUST CHANGE your interviewing system into a critical business process that ultimately becomes a strategic advantage.

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BUT, KEEP IN MIND…

Making your interviewing system a critical business process represents a dramatic change initiative for most organizations.

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of all change initiatives fail.

70% And…

Ken Blanchard (2010): Mastering the Art of Change

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So, how do you successfully change your interviewing system to be

world class?

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…follow these 9 steps

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#1

Identify a program manager to manage the change

© Development Dimensions International, Inc., MMXV. All rights reserved. 12


#1

The program manager: • Designs the interviewing system–including your training approach,

training content, delivery options, interview content, and number and length of interviews

• Creates a communication strategy that defines the key stakeholders, the information they need to know, how the information will be shared, and the timing

• Manages the interviewing system implementation plan

• Delivers engaging/fun, cost efficient and effective training

• Defines business process metrics to track the system’s impact

• Advocates for the system throughout the organization

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#2

*Success Profiles is a term used to describe the competencies, personal attributes, knowledge, and experience required for an individual to effectively perform a job or role. Contact DDI to learn how you can define Success Profiles for critical jobs or roles in your organization.


Clearly define Success Profiles* for your most critical jobs or roles


#2

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Focus your behavioral interview questions on the Success Profiles for targeted jobs/roles.

“Organizations that support their selection processes with thoroughly defined success profiles are more than twice as likely to outperform their competition on quality of hire AND key bottom-line business metrics than those that don’t.” DDI (2012): Global Selection Forecast

#3

16 © Development Dimensions International, Inc., MMXV. All rights reserved.

Apply a consistent process to all interviews for all candidates


#3

Research tells us a best practice interviewing process includes: • Reviewing candidate materials prior to the interview • Using a structured behavioral approach to open,

conduct and close the interview • Evaluating the data using consistently applied

guidelines • Conducting a data integration discussion with other

interviewers to review data and make decisions • On-boarding new hires

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#4

18 © Development Dimensions International, Inc., MMXIII. All rights reserved.

Make the use of data integration a priority in your interviewing process


#4

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What is data integration? A meeting of all the interviewers for a candidate to discuss the behavioral information gathered across interviews to reach a consensus on interviewing ratings and the final hiring decision. It can be done in-person or remotely. The important point is that it is done.

Why is it important? • Dramatically improves quality/accuracy of hiring decisions* • Allows hiring managers to better identify candidates who will be a

cultural fit for the organization** • Reinforces best practice interviewing skills & processes***

*DDI: Selection Forecast): 2012; ** Brookdale Senior Living Solutions: Better Interviews to Make Better Hires; *** DDI: A Four Step Learning Journey to Exceptional Interviewing

#5


Leverage the research—the roadmap to train interviewers to conduct high quality behavioral interviews is very clear


#5

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What does 40 years of research tell us? • Behavioral interviews not only produce the best validity, but also the best

candidate experience. • Sharing data with other interviewers in a structured data integration session will

improve the accuracy of your interviews by 2-3x. • Interview quality is not about the questions – it is about the skill of the interviewer. • Interviewers lacking interviewer training will fail, and so will their hires. • Training that is not fun and engaging will fail. • Practice makes perfect. Training without skill practice will be ineffective. • Interviewers must be calibrated on how to evaluate data. • Training how to interview for job/organization fit (culture or values fit) significantly

impacts the quality of new hires. • Training focused on the candidate experience positively impacts your employment

brand, referrals of other qualified candidates, and engagement in new hires.

#6


Customize your interviewing system to your organization and its unique needs


#6

Make your interviewing system unique by customizing your:

• Talent acquisition/promotion process–communicate the process during training

• Interview guides, including Success Profiles and the related questions to your organization and/or targeted roles for which they are being used

• Skill practice training tailored to your organization and/or targeted roles

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#7

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Utilize multiple training modalities to meet the different needs of learners



#7

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Tailor training to participant needs in order to develop knowledge AND skills by using multiple training modalities:

Classroom | Web | Virtual | Mobile Social | Automated Simulations

#8

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Treat interviewer skill development as a journey rather than an event



#8

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The interviewer learning journey should include:

• Formal training • Skills application (in actual interviews) • Peer/manager feedback on use of skills during data

integration discussions • Skills refreshment post training

#9

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Measure the impact of your change initiative



#9

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Measure results to sustain the program and determine impact by:

• Determining the most efficient and accurate way to gather program impact data

• Focusing on the most common new hire metrics (quality of hire, time to productivity, turnover and customer satisfaction)

• Measuring what matters most to your key stakeholders


LET’S RECAP

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Make your interviewing process world class by:

1. Identifying a program manager to manage the change 2. Clearly defining Success Profiles as the foundation for your

interviews. 3. Applying a consistent approach to all interviews for all candidates 4. Making the use of data integration a priority in your process 5. Leveraging interviewing research when designing and

implementing your interviewing system 6. Building a system that is unique and meets your organization’s

specific needs 7. Utilizing multiple training modalities 8. Treating interviewing skill development as a journey not an event 9. Measuring the impact of your change initiative

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Organizations that have taken this approach have realized:

• Hiring managers who are 5 times better at identifying the right talent (New York Presbyterian)

• A 42% reduction in turnover (Review of 28 separate studies involving Targeted Selection®*)

• A 34% increase in customer satisfaction ratings (Delivering Top Talent through Targeted Selection® Interviewing)

• A 381% ROI in the Targeted Selection system (A review of seven separate studies involving Targeted Selection®)

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*Targeted Selection is DDI’s industry leading behavioral interviewing system.


Let DDI help you implement a world class behavioral interviewing system

• DDI’s Targeted Selection® Interviewing system has been the industry gold standard for behavioral interviewing for over 40 years

• Over 11 million interviewers and counting have been trained in Targeted Selection® …make the change and join the group

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See Success In Action

http://www.ddiworld.com/resources/behavioral-interviewing-success-stories


TO LEARN MORE: Contact your DDI representative, call 1-800-933-4463 , or visit www.ddiworld.com/targetedselection

http://www.ddiworld.com/targetedselection

nine steps to making your interviewing system world-class

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