What is the Role of the Employment Interview in a Leader Selection Process?

There are various ways that the employment interview might be utilized in a leader selection process. They range from being a structured cornerstone of the selection process to being more of an unstructured chemistry/culture check at the end of the process.

Let’s compare the characteristics of each approach.

Cornerstone

The interview is the primary method for evaluating candidates. The central focus is on conducting a rigorous evaluation of the Job Fit of the candidate.

Key Interview Characteristics:

  • Structured Process – There is a considerable body of research that supports the power of the interview when it is a structured process. When interviews are structured, they have considerable reliability and predictive value and are a powerful selection tool.
  • Trained Interviewers – Interviewers are trained in how to evaluate responses to prepared questions. Interviewer training and using a panel interview process helps take the bias and subjectivity out of the evaluation process and gives interviewers a common frame of reference for evaluating candidates.
  • Defined Job Requirements – Defined competency requirements are used as the organizing framework of the interviews. The competencies are based on an analysis of what it takes to be successful in the role.
  • Pre-planned Approach – Planned interview questions are linked to the competency requirements to ensure that the interview questions are job related. Pre-planned questions provide consistency and help ensure every candidate has the same opportunity to demonstrate they have the knowledge and skills to perform the job.

Culture/Chemistry Check

Culture/Chemistry Fit is the primary focus of the interview. Confirmation of qualifications is a secondary focus.

Key Interview Characteristics:

  • Informal Process – Each interviewer is left to their own devices to ascertain their approach in the evaluation of the candidate.

  • Subjective Impressions – The interviewer is concerned with the perceived fit of the individual with the organization’s values and culture as well as their compatibility with key stakeholders and leaders. Areas of interest include:

    • Culture Fit
    • Chemistry with key leaders
    • Impact
    • Communication Skills
    • Enthusiasm/Motivation for the Job
    • Personal goals, motivations, and aspirations
  • Confirmation of Relevant Job Experience Credentials – The interview is also used to confirm the facts and experiences included in the resume. The interviewer uses the resume as the framework for the conversation and probes to develop a deeper understanding of accomplishments and experiences. The goal is to confirm the individual has past experiences that are very similar in both level and scope to the responsibilities and challenges present in the job opportunity.

A Blended Approach

Obviously, both types of interviews are potentially useful in a leader selection process. A well-designed selection process can accomplish both objectives. Early round structured interviews could be used to determine the final slate of candidates. Chemistry checks with senior leaders would then be positioned as a step for the final slate of pre-qualified candidates.

A blend of interview questions could be used in addition to behavioral description questions. A blend of question types can be used to create a natural conversational flow that helps:

  • Establish rapport and put the candidate at ease
  • Obtain better and more complete responses to behavioral questions
  • Generate a full view of the candidate
  • Provide a superior candidate interviewing experience

Interview data would then be blended with assessments and other data to produce a comprehensive summary candidate profile that allows an accurate evaluation of candidate qualifications.

Contact OMNIview to learn more about how to design effective leader selection processes.