The Best Companies use Performance-based Interviewing Companywide... You Should Too.
Real Proof that Performance-based Interviewing is Superior
Performance-based interview is more effective on all these factors and less costly:
- Improved interviewing accuracy by assessing fit, motivation and ability against real job needs using our evidence-based Quality of Hire Talent Scorecard.
- Since it's far simpler to learn and use, hiring manager adoption rates are far greater than other interviewing approaches.
- Recruiting, negotiating and closing is embedded in the process by demonstrating to the candidate the job offers a career move.
- Fewer offers rejected and more accepted by making compensation a secondary criteria and career growth the primary one.
- Improve candidate on-the job satisfaction by clarifying job expectations before the person is hired. According to Gallup this is the #1 driver of on-the-job satisfaction.
- Increase quality of hire by demonstrating the leadership qualities of the hiring manager during the interview. The best people want to work for the best managers.
- Reduce errors due to emotional bias. Too many managers still hire the best presenter not the best performer. The built in tools automatically correct for bias.
- Open the candidate pool to more passive, more diverse, more non-traditional and high potential candidates. By measuring what people can do rather than what they have you remove the lid on quality of hire.
- Act as bridge from the interview to the onboarding process. There should be no surprise about the content and context of the job when the person starts.
- Since candidates don't make the acceptance decision alone, we give the candidate the information needed to convince these advisors that the job is superior to all competing opportunities by making compensation a non-issue.
Still Need More Proof?
Here are some compelling resources to help illustrate why your company should implement Performance-based Interviewing and Hiring today.
- Harvard Professor Todd Rose's assessment in his new book, The End of Average: How We Succeed in a World That Values Sameness (HarperOne, 2016), where he considers performance-based interviewing as the ideal means to maximize individual on-the-job performance.
- The white paper by one of the top labor attorneys in the U.S. who not only validates the performance-based interviewing process but considers it superior to the interviewing processes most companies use today.
- The book Essential Guide for Hiring & Getting Hired by Lou Adler
- Our video course on Lynda.com.
- Here's what others have to say!
If your current interviewing process is not fully adopted by your hiring managers or you’re not fully satisfied with your results, contact us. We’ll be happy to arrange a similar proof of concept using some of your toughest search projects as the benchmark.