The Power of Thinking Without Thinking HR traditionalists are probably wondering how anyone could gather enough information in a short burst of interaction to make a decision as complicated as whom to hire. Immediate comparisons between candidates. You might just find that the ROI is higher than you initially thought possible. Another option is to have several interviewers present and each candidate rotates through each in order to get multiple assessments of the same candidate for a single job. Less total time devoted to interviews. Not sure what that is? If you buy into the research on rapid decision-making, the speed interviewing process is the way to go. There is little argument that traditional interviews are time-consuming for all parties involved, often repetitive, and highly subjective. Today, Gottman only looks for four signs: Devise some activity to bring the smaller pool of applicants in for an in person screening. Carefully read each posting, respond to the language used in the post. Be bold, try new things, and rely on the data. Speed dating advantages include low risks, a brief time commitment for each assessment, and an opportunity to meet and assess a large number of candidates all at once.
In contrast, companies frequently report that managers who have participated in speed interviewing have high satisfaction rates. Carefully read each posting, respond to the language used in the post. I suggest you try it and compare the results to your traditional interviewing process. It is the act of taking an activity and breaking it down into micro segments, which then get coded and analyzed for trends. The enumerated emotions were then summed and added to additional biofeedback data producing a ratio of positive to negative. However, because of time constraints, speed interviews almost force the interviewer to focus on a different set of factors including first impressions, body language, and emotional cues. The very important elevator speech is the thirty second speech touting your best employable attributes. As an employer what can you do to maximize your resources and limit your risks? Article Continues Below Accuracy. Like it or not, many managers dislike the rigid structure and rules associated with behavioral interviews. The Power of Thinking Without Thinking HR traditionalists are probably wondering how anyone could gather enough information in a short burst of interaction to make a decision as complicated as whom to hire. Devise some activity to bring the smaller pool of applicants in for an in person screening. In contrast, they actually enjoy using their intuition, first impressions, and the opportunities to make snap judgments. In addition, a side benefit to speed interviewing is that candidates may see this rapid decision-making process is an indication that the company itself excels at making timely decisions a characteristic that innovators and top performers admire. The conscious mind, on the other hand, is not as methodical, rational, or unbiased. Every activity can be thin sliced. You can then assess the accuracy of each by comparing the on-the-job performance and retention rates between the two methods. Using speed dating, you get a quick look at almost everyone who is interested. Fortunately, recruiters looking to embrace a radical new approach and save countless hours of needless work not to mention misery and frustration can follow the lead of singles looking for love. Another alternative is having multiple managers from different departments present each potential candidate rotates among the interviewing managers , so that the candidates have the opportunity to get exposure to the diverse job opportunities throughout the firm similar to a corporate job fair. Traditional interviews continue even though no one enjoys them! Finally, many managers and those in HR firmly believe that the most accurate assessments are made slowly. Potential Problems There are problems associated with any form of interviewing but especially with speed interviewing. The more carefully you approach your search the better your chances of interviewing and landing a position. Both employers and job applicants need to find the creative smart solution to getting the right candidate or position.
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