We welcome Joel Lalgee (The Realest Recruiter) as a guest writer for this week’s blog post. With 250,000 followers and razor sharp content, Joel helps HR/TA tech companies get more views on social media that lead to real business.
Get in touch with Joel here.
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The Problem
We’ve all been in an interview and been asked the same 3 questions:
*Why do you want this job?
*Where do you see yourself in 5 years?
*What’s your biggest weakness?
What kind of answers are we getting?
The Result
Truth is, most people are googling – or now Chat GPTing – “Top interview questions”. Candidates are watching TikToks, and searching for the best answers. Not genuine, honest answers, but the answers they think employers want to hear.
What’s the result for employers? Bad hires.
High turnover and billions of dollars wasted fixing the damage from bad hires.
What can we do?
I believe there are two things we need to be doing:
- Understand why we are asking these questions in interviews.
What do we really need to know to determine if a candidate is a fit? There are three things that help make smart hires: skills, experience, and most importantly, character.
- Train managers, particularly new managers, on how to interview.
Teach them how to ask questions that really matter. Give them tools to assess character, skills, and experience.
How this will help
We can ask them the right questions that don’t make them have to lie.
They can share genuine and not robotic answers.
We can create a more authentic interview process for candidates.
We can decrease wrong hires, and increase right hires.
And who doesn’t want that?