Comments on: Speed Interviewing: Lessons Learned From Speed Dating

By: Booming Boulder Tries Building Bolder Recruiting Fair : ERE.net

Booming Boulder Tries Building Bolder Recruiting Fair : ERE.net — Tue, 23 Sep 2008 17:20:47 +0000

[...] 27-31. They’ll learn the Boulder life, hear pitches from startups, and interview, probably speed-dating style. (You can bet they’ll be wined and dine at night, too.) Their flight, hotel, and [...]

By: Frank Zupan

Frank Zupan — Wed, 18 Jun 2008 16:46:03 +0000

This “radical new approach” that “come(s) directly from the social phenomena known as speed dating” which is being rolled out by “brave corporate pioneers” plays out in an identical fashion to some tried and true source tools that have long been a staple of the competent recruiters toolkit.

For many years, Job Fairs and Open Houses have been used successfully by aggressive hiring organizations to accomplish the very same objectives that are being touted here as “radical”, “leading edge”, and “cool”. It’s a simple acceleration (or compression) of the decision process. It strikes me that the “speed dating” concept was copied from these avant-garde recruiting processes and the recruiting profession was never given proper credit! I guess we were cool before it was so cool to be cool, and we didn’t even know it.

By: Lou Adler

Lou Adler — Tue, 17 Jun 2008 18:04:35 +0000

Sorry John – in this case you’re out in left field. More errors are made in the first 15-20 minutes of an interview than any other time – and speed interivewing like speed dating is a waste of time. There is no research whatsoever that supports what you’re describing. Even in Blink our buddy Gladwell suggests it doesn’t work for asessing competency. Remember the Vienna Philharmonic black curtain auditions as one bit of proof. In this study, woman were incompetent musicians in the five minute in-person audition, but remarkable when playing the same tune behind a curtain when the judges didn’t know the name or gender of the person.

The short interivew is the primary cause of turnover and low job satisfaction. Talk to RedBull, ChuckieCheese, In-N-Out Burger and YMCA for proof.

So if you conduct short interviews you’re missing a lot of great people. If you’re hiring manager clients judge your top candiates too soon on superficial info, you’re caught in your own condundrum.

Spreading propoganda as proof is ill-advised.

By: Good News for Good Looking People! «

Good News for Good Looking People! « — Mon, 16 Jun 2008 22:51:56 +0000

[...] “Speed Recruiting.” It’s a lot like speed dating, but for hiring people. (Here’s the link.) I’m unimpressed. Do we really need to make recruiting more [...]

By: Donna Friedman

Donna Friedman — Mon, 16 Jun 2008 17:45:54 +0000

Another excellent article! Thanks John.
In Tower Consultant’s search for HR professionals, we practice the art of speed interviewing daily. Our search consultants may speak with fifty prospective candidates in a day and in less than five minutes, make a very quick assessment of whether we are even interested in reviewing their resumes. Listening, and listening with the third ear, can provide volumes of information. Immediately, you know how articulate and succinct the candidate is or isn’t. Sociability, confidence, teaming skills, creativity, flexibility, ethics, all emerge in moments, sometimes prior to our even posing a question. Discrimination based on age or color are a non-issue on the phone. Before we take the time to conduct a full technical,chronological and behavioral interview, we have determined the candidate’s likability factor and cultural fit for our client’s organization. By the time we get on a plane to visit with the candidate we have a good idea of executive presence and are rarely disappointed when we come to look them in the eye.
Indeed, speed interviewing works! Good judgement and gut instincts are the first things any recruiter needs in their tool box. My only caution in your advice to corporate recruiters is that they will want to assure the confidentiality of all candidates, most of whom will likely be employed and won’t appreciate bumping into their collegues.
Keep the articles coming.
Thank you!
Donna

By: 080618 Daily Links (June 18, 2008) | johnsumser.com: Recruiting News and Views

Mon, 16 Jun 2008 17:29:32 +0000

[...] Speed Interviewing: Lessons Learned From Speed Dating Sullivan says “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.” [...]