We have been using psychometric reports, reference checking and behavioural interviewing tools for screening candidates for over 15 years.

In many instances they were INCONCLUSIVE.
One of the most common issues is the Recruiter or the hiring manager wanting to hear what they want.

We have also found that a good Production Check gives a better success rate than all the other methods we use.

Behavioural Interviewing, like Production Checking, works on the principle that “past performance in a similar setting is the best predictor of future performance.”
Behavioural Interviewing asks for SPECIFIC examples of how the candidate solved a challenge.
Typical Behavioural Interviewing questions are “Describe a recent unpopular decision you made and what the result was” or “Tell me about a situation when you had to speak up in order to get a point across that was important to you”.

Production Checks evaluate the candidates’ ability to PRODUCE OVER A PERIOD OF TIME.
A Production Check asks “what did you produce?”, “In what time frame?” and “who can verify?”
The interviewer should then apply a comparison of what is a reasonable to be expected in that role in the market at the time.

Ideally all four methods should be employed.
So far we have been involved in placing over 1700 candidates using the production check as the litmus test.
Only 11 did not pass probation.

What are your thoughts?

This entry was posted on Tuesday, August 11th, 2009 at 9:34 am and is filed under Jobs for the family only. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.