Two people sit down in an interview. What happens next??? What happens is that, well, we have no idea what happens.

But the data suggests that a decision is made on behalf of the interviewer in the first 7 minutes of the conversation. The remainder of the time is used to confirm the decision.

There is no way that a person can extract enough evidence to support making a correct decision without bias or personal motives in an unstructured process.

A perfect breeding ground for Murphy’s law- Anything that can go wrong, will go wrong

How well a person aligns with the company’s values, vision & purpose is the only way to ensure the success of the person you hire.

Today we discuss:

Why tying values to interview questions is the only way to eliminate bias
How to build an interview question for a company value

Challenge today?

Interviews are purely subjective
- Still ranking candidates - Scorecards
- Compare & contrast conversations
- Evaluate exclusively for Skills
- Interviewer coordination
  - Different interviewers asking same questions

Why is this important to the company?

The wrong hire costs 3-10x annual salary
- Think of each person being worth $2M to the company.
  - Perspective change?
- Wrong hire costs in employee morale & your credibility as a leader
People are the #1 reason for failure
- All your business problems are people problems in disguise

How do we solve the problem?

Define Core Values
- Define attributes for each core value (traits)
- Prioritize values (rank in order of importance)
- Measurables of each value
- Agree on values (are they lived daily)
Dig Deeper (Committed, Expertise, Curious)
- Invest the time to fully comprehend the root of your challenges
- Listen to Understand, not to respond
Build Interview Question Library
- Craft Behavioral questions (2-3)
- Determine **Knockouts
- Agree on questions

Sample Question

Tell me about the most difficult customer interaction you encountered in your current role (Dig Deeper)

Tell me more…
Walk me through that…
What were the circumstances that led to the difficulty?
What was the root of the customer issue?
What solutions did you come up with?
How were you able to calm them down?
Break down the steps you took to resolve the problem
Why was their view important to you?
How were you able to deliver beyond their expectations?
How did the interaction end?

Assign Questions to Interviewer

Easier on the interviewer
- Very little prep time for interview
- Gathers concrete evidence
- Eliminates Bias & personal motives from the interview!

Key Takeaways -Value:

Break your Values down in measurable components to which you can evaluate a person’s fit
Interview questions must have sub questions to keep the conversation flowing. We want deep data from each interviewee!

Host Links:
LinkedIn: https://www.linkedin.com/in/rick-girard-07722/
Company: https://www.stridesearch.com/
Podcast: https://www.stridesearch.com/hire-power-radio
Authored: Healing Career Wounds (Amazon)
https://www.amazon.com/dp/B094TL14CD/
HireOS inquiry: rick@stridesearch.com

This show is proudly sponsored by Criteria Corp: https://www.criteriacorp.com/

How to Tie Your Core Values to Interview with Rick Girard of Stride Search Inc.

How to Tie Your Core Values to Interview with Rick Girard of Stride Search Inc.

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