Hiring 2.0: Changing Up The Interview Process

As staffing continues to be a challenge in 2024, we need to ensure that we continue to look at how we can do things better and differently.

Recently, I have observed a trend in which potential employees really impress during an interview and get hired, only for the employer to find out after the fact that they had oversold their qualifications.

In this case, one of three things happens:

1. They are overwhelmed and do not return after the first couple of shifts.

2. They are not capable of doing the job, and we must terminate employment and start over.

3. They are not capable of doing the job, we feel desperate and do not terminate. This causes all sorts of problems.

It occurred to me that perhaps, given how often people are changing jobs these days, they have gotten good at interviewing. I went looking to discover if my hunch was accurate.

According to a 2024 Gallup report, How Millennials Want to Work and Live, 21% of millennials reported changing jobs within the past year - more than three times the rate of other generations.

I am not saying this wrong or right; it is just a fact, and based on what we know, what can we do better?

Here are some ideas:

1. Behaviours / Scenario-Based Questions

   The best predictor of future performance is past performance, so it’s important to gauge time-management or multi-tasking skills.

   Sample question: “Tell me about a time you were expected to handle multiple tasks. What sort of time-management system did you use?”

   If you would like a list of more of these types of questions, feel free to reach out.

2. Clear Job Expectations

   At a minimum, expectations should be outlined in the interview. Unbelievably, I meet employees all the time who are unclear about their job description. Review the job description and expectations during the interview process.

3. Job Shadow

   This provides a valuable opportunity for the candidate to gain first-hand understanding of the role and expectations and allows the employer to get a better idea of whether the candidate would be a good fit.

   Job shadowing is generally used for candidates without industry experience. Steps to a successful job shadow:

   • Plan ahead and coordinate with the candidate and current employees.

   • Ensure that everyone knows the objectives and expectations (consider providing an agenda or checklist)

   • Debrief after the interview to allow them to ask questions and share observations.

   • Remind everyone to respect the confidentiality of sensitive company/patient information.

   • Respect the candidate’s time and let them know next steps.

4. Working Interview

   The goal here is to assess the candidates’ capabilities in a real work setting to see if they are a good fit. This is a good option if they have experience in the role you are hiring for.

   Steps to a successful working interview:

   • Clearly communicate the objective, expectations and duration to team and candidate.

   • Select relevant tasks and provide required resources for the actual job they will be doing.

   • Respect their time, avoid asking them to do excessive work.

   • Ensure that you comply with labour laws.

   • Let them know next steps.

5. Check References

   You may think, “Why would someone include a reference who wouldn’t recommend them?” You’d be surprised (I have been listed as a reference for people I wouldn’t recommend, and it’s awkward as heck). It is worth the couple of minutes it takes. If an organization says they don’t provide references, I always ask one quick question: “Would you rehire this person?”

Hopefully, these tips will help ease the frustrations of turnover. Remember, everything is figure-out-able.

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Nancy Dewald is a business development professional, workshop facilitator and optical industry veteran. She is CEO and founder of Lead Up Training & Consulting, which specializes in identifying business gaps, implementing solutions and developing leaders.

Article as seen in Optical Prism.