{"id":1316,"date":"2007-12-03T13:16:09","date_gmt":"2007-12-03T19:16:09","guid":{"rendered":"http:\/\/selectmetrix.com\/blogs\/2007\/12\/talent-scarcity-but-plenty-of-grill-time\/"},"modified":"2007-12-03T11:27:10","modified_gmt":"2007-12-03T17:27:10","slug":"talent-scarcity-but-plenty-of-grill-time","status":"publish","type":"post","link":"http:\/\/selectmetrix.com\/blogs\/2007\/12\/talent-scarcity-but-plenty-of-grill-time\/","title":{"rendered":"Talent Scarcity, But Plenty Of Grill Time"},"content":{"rendered":"<p>The recruiters conference I attended\u00a0last Friday\u00a0started off on the right foot \u2013 we calculated the cost of a bad hire (even for a $6 an hour employee, it can run $2400 or more), interacted with the moderator about CEOs\u2019 perception of candidates brought in by an outside agency (79% unfavorable) and even discussed the challenge of finding \u201cA\u201d players in a tight talent market. But when the speaker explained their approach of grilling a candidate on each and every job back to high school (Tell me your bosses name. Spell it. Tell me your closest peer\u2019s name at that job. Spell it.) during a <strong>3<\/strong> <strong>to 4 hour<\/strong> long\u00a0third interview, I began to lose faith in the chef.<\/p>\n<p>This approach to candidate qualification suggests they have <em>no idea<\/em> which questions will reveal the <em>undefined<\/em> information their <em>gut<\/em> requires to make a <em>subjective<\/em> judgment about the candidate\u2019s ability to <em>fit in<\/em>. (Italics are all mine and denote disbelief and <em>a little<\/em> sarcasm.)<\/p>\n<p>This quantity vs. quality approach is certain to destroy any rapport built with the candidate during the qualification process, and simply feeds the interviewer with fodder for rationalization. As a candidate in that scenario, I would jump out of the frying pan fast and head for a more trust-oriented environment.<\/p>\n<p>Effective selection uses evidence-based techniques early in the process to ensure that the final interview is a confirmation of mutual interest, skill alignment and \u201cfit.\u201d Time is not wasted. Questions are revealing and insightful (not just plentiful) and rapport is maintained throughout the process. <a target=\"_blank\" href=\"http:\/\/www.selectmetrix.com\/Assessing_Main.html\">Assessment tools like the ones used by Select Metrix<\/a> in their work for our company provide meaningful information and not only help find the right candidate, but help us adapt our new hire orientation and on-ramp activities for maximum traction.<\/p>\n<p>I wonder what the real costs are for spending three interviews (the speaker\u2019s approach included a 1 hour phone screen, 2+ hours at a lunch or dinner interview, and then that final 3-4 hour death march) only to find that the candidate is much further along on the trust meter &#8230;with someone else.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The recruiters conference I attended\u00a0last Friday\u00a0started off on the right foot \u2013 we calculated the cost of a bad hire (even for a $6 an hour employee, it can run $2400 or more), interacted with the moderator about CEOs\u2019 perception of candidates brought in by an outside agency (79% unfavorable) and even discussed the challenge of finding \u201cA\u201d players in a tight talent market. But when the speaker explained their approach of grilling a candidate on each and every job back to high school (Tell me your bosses name. Spell it. Tell me your closest peer\u2019s name at that job. Spell it.) during a 3 to 4 hour long\u00a0third interview,&hellip; <a class=\"read-more\" href=\"http:\/\/selectmetrix.com\/blogs\/2007\/12\/talent-scarcity-but-plenty-of-grill-time\/\">Read More<\/a><\/p>\n","protected":false},"author":8,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"bgseo_title":"","bgseo_description":"","bgseo_robots_index":"","bgseo_robots_follow":"","_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"jetpack_post_was_ever_published":false},"categories":[2,10],"tags":[96,95,1755,94,97],"class_list":["post-1316","post","type-post","status-publish","format-standard","hentry","category-hiring","category-interview","tag-assessment","tag-gut-level-decision","tag-interview","tag-interview-format","tag-select-metrix"],"jetpack_publicize_connections":[],"jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-le","jetpack-related-posts":[{"id":234,"url":"http:\/\/selectmetrix.com\/blogs\/2006\/08\/phone-screening-tip\/","url_meta":{"origin":1316,"position":0},"title":"Phone Screening Tip","author":"Derrick Moe","date":"August 15, 2006","format":false,"excerpt":"We use phone screens extensively in our sourcing activities. The first advantage to this approach is that it removes some biases from the interviewer. Second, it neutralizes a candidates ability to pour on their rapport-building skills. Thirdly, it is a much shorter time commitment than an in-person interview. I could\u2026","rel":"","context":"In &quot;Hiring&quot;","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":861,"url":"http:\/\/selectmetrix.com\/blogs\/2007\/04\/proof-of-thesis-interviewing\/","url_meta":{"origin":1316,"position":1},"title":"Proof Of Thesis Interviewing","author":"Derrick Moe","date":"April 30, 2007","format":false,"excerpt":"There is a style of interviewing that we encounter frequently that leads many companies down a hiring path they should avoid.\u00a0 I call it \"Proof of Thesis\" interviewing and here is how it works. The hiring company publishes a job description on a major job board or, heaven forbid, in\u2026","rel":"","context":"In &quot;Hiring&quot;","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2007\/04\/windowslivewriterproofofthesisinterviewing-8897thesis-reports-thumb2.jpg?resize=350%2C200","width":350,"height":200},"classes":[]},{"id":24909,"url":"http:\/\/selectmetrix.com\/blogs\/2019\/02\/the-stressful-interview-real-world-sales\/","url_meta":{"origin":1316,"position":2},"title":"The Stressful Interview = Real World Sales","author":"Derrick Moe","date":"February 5, 2019","format":false,"excerpt":"The BBC provides a look into a \"stress interview\" which is an interview approach that places an inordinate amount of stress on the candidate.\u00a0 The goal is to learn how the candidate handles the pressure in an unexpected environment.\u00a0 This approach should sound like a sales call.\u00a0 It does to\u2026","rel":"","context":"In &quot;Interview&quot;","block_context":{"text":"Interview","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/interview\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2019\/02\/Steam-Presssure-Valve.png?fit=560%2C315&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2019\/02\/Steam-Presssure-Valve.png?fit=560%2C315&resize=350%2C200 1x, https:\/\/i0.wp.com\/selectmetrix.com\/blogs\/wp-content\/uploads\/2019\/02\/Steam-Presssure-Valve.png?fit=560%2C315&resize=525%2C300 1.5x"},"classes":[]},{"id":2230,"url":"http:\/\/selectmetrix.com\/blogs\/2010\/01\/interview-myths\/","url_meta":{"origin":1316,"position":3},"title":"Interview Myths","author":"Derrick Moe","date":"January 11, 2010","format":false,"excerpt":"This article from Yahoo\u2019s Hot Jobs contains 5 hiring myths designed to help candidates perform better in an interview.\u00a0 Myth #1 is excellent for the hiring manager: Myth #1: Be prepared with a list of questions to ask at the close of the interview. There is some truth in this\u2026","rel":"","context":"In &quot;Hiring&quot;","block_context":{"text":"Hiring","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":2012,"url":"http:\/\/selectmetrix.com\/blogs\/2009\/05\/a-simple-interview-rule\/","url_meta":{"origin":1316,"position":4},"title":"A Simple Interview Rule","author":"Derrick Moe","date":"May 5, 2009","format":false,"excerpt":"If you (hiring manager) are talking, you\u2019re not interviewing.\u00a0 I know, simple in concept, but for some it is difficult in practice.\u00a0 I sat through an interview recently that involved a sales manager who spoke for 75-85% of the time!\u00a0 The candidate was simply caught in his wake for the\u2026","rel":"","context":"In &quot;Hiring Salespeople&quot;","block_context":{"text":"Hiring Salespeople","link":"http:\/\/selectmetrix.com\/blogs\/category\/hiring\/hiring-salespeople\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":1533,"url":"http:\/\/selectmetrix.com\/blogs\/2008\/04\/interview-questions-for-gen-y\/","url_meta":{"origin":1316,"position":5},"title":"Interview Questions For Gen Y","author":"Derrick Moe","date":"April 25, 2008","format":false,"excerpt":"From CollegeRecruiter.com's Sample Interview Questions for Those Hiring Millennials: William recommends that interviewers \"incorporate more personal questions that expose a candidate's personality, work ethic, and personal motivations\" because \"how a person approaches life is often indicative of how they'd approach work.\" He therefore recommends rephrasing typical interview questions in a\u2026","rel":"","context":"In &quot;Generations&quot;","block_context":{"text":"Generations","link":"http:\/\/selectmetrix.com\/blogs\/category\/generations\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]}],"jetpack_featured_media_url":"","_links":{"self":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1316","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=1316"}],"version-history":[{"count":0,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1316\/revisions"}],"wp:attachment":[{"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=1316"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=1316"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/tags?post=1316"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}<!-- WP Super Cache is installed but broken. 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