{"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":"https:\/\/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=\"https:\/\/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_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_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","enabled":false},"version":2}},"categories":[2,10],"tags":[96,95,1755,94,97],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"","jetpack_sharing_enabled":true,"jetpack_shortlink":"https:\/\/wp.me\/p5Oho-le","jetpack-related-posts":[],"_links":{"self":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1316"}],"collection":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/comments?post=1316"}],"version-history":[{"count":0,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/posts\/1316\/revisions"}],"wp:attachment":[{"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/media?parent=1316"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/selectmetrix.com\/blogs\/wp-json\/wp\/v2\/categories?post=1316"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/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. The path to wp-cache-phase1.php in wp-content/advanced-cache.php must be fixed! -->