Comments on: I Don’t Have Time to Interview! http://www.ere.net/2008/07/14/i-dont-have-time-to-interview/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Sun, 21 Mar 2010 20:00:01 +0000 http://wordpress.org/?v=2.9.2 hourly 1 By: Sylvia Dahlby http://www.ere.net/2008/07/14/i-dont-have-time-to-interview/comment-page-1/#comment-5899 Sylvia Dahlby Fri, 18 Jul 2008 02:51:42 +0000 http://www.ere.net/?p=3323#comment-5899 Brilliant article. My first thought was the "I don't have time to interview" comment is analogous to saying "I don't have time to put gas in my car" ... because I don't know where the gas station is, or what octane is best, I'm in too big a hurry to get to my destination, or I've never pumped my own gas before and feel intimidated by the pay-at-the-pump options. The solution is to take the fear-factor out of the problem, make it clear the Hiring Manager will run out of gas if they are not willing to take the time to fill 'er up. The article & subsequent comments give practical advice for overcoming common objections from Hiring Managers reluctant to engage the process. Interview-reluctance is also an opportunity for Recruiters to shine and help facilitate the process. Brilliant article. My first thought was the “I don’t have time to interview” comment is analogous to saying “I don’t have time to put gas in my car” … because I don’t know where the gas station is, or what octane is best, I’m in too big a hurry to get to my destination, or I’ve never pumped my own gas before and feel intimidated by the pay-at-the-pump options.

The solution is to take the fear-factor out of the problem, make it clear the Hiring Manager will run out of gas if they are not willing to take the time to fill ‘er up.

The article & subsequent comments give practical advice for overcoming common objections from Hiring Managers reluctant to engage the process. Interview-reluctance is also an opportunity for Recruiters to shine and help facilitate the process.

]]> By: Richard Melrose http://www.ere.net/2008/07/14/i-dont-have-time-to-interview/comment-page-1/#comment-5842 Richard Melrose Wed, 16 Jul 2008 14:45:59 +0000 http://www.ere.net/?p=3323#comment-5842 Job Analysis First! The questions under the "I don't know how" heading would be all answered by a proper "job analysis". Employers should have thorough, up-to-date job analyses for every position, at all times. Otherwise they risk findings of discrimination, in the presence of adverse impact, because they cannot demonstrate the job-related validity of their selection procedures (i.e. in accordance with the U.S. Department of Labor's "Uniform Guidelines on Employee Selection Procedures"). With each recruiting assignment, it would be perfectly appropriate to ask for a copy of the associated job analysis. If there isn't one, and in surprisingly many cases there won't be, the recruiter would do the client a major service by pointing out the practical necessity/value in achieving legal and regulatory compliance, and in capably matching people with positions. This conversation can (should) be taken up with company leadership and HR, as well. Downplay the Interview! "Interviewing Doesn't Work Very Well" was the title of an article by Kevin Wheeler (ere.net, July 29, 2006). Experts point out the various shortcomings of interviews and interviewers, on a regular basis. The use of valid assessments that connect directly to the job analysis, can relieve the interviewer of many burdens and pressures, secure more actionable information and provide structured interview questions that focus the ultimate interview and shorten its duration. Best-in-class online assessments offer exceptional value and performance. Using them improves hiring decisions and streamlines communications between recruiters and hiring managers. Together these approaches (i.e. job analyses and valid, mission-specific assessments) address Mr. Katz's top three reasons. If the hiring manager thinks "its HR's job", he/she probably should not be managing people; and if navigating the software is somehow the problem, he/she should get help and learn the basics. Kind regards, Dick Melrose Vision21 Job Analysis First!

The questions under the “I don’t know how” heading would be all answered by a proper “job analysis”.

Employers should have thorough, up-to-date job analyses for every position, at all times. Otherwise they risk findings of discrimination, in the presence of adverse impact, because they cannot demonstrate the job-related validity of their selection procedures (i.e. in accordance with the U.S. Department of Labor’s “Uniform Guidelines on Employee Selection Procedures”).

With each recruiting assignment, it would be perfectly appropriate to ask for a copy of the associated job analysis. If there isn’t one, and in surprisingly many cases there won’t be, the recruiter would do the client a major service by pointing out the practical necessity/value in achieving legal and regulatory compliance, and in capably matching people with positions. This conversation can (should) be taken up with company leadership and HR, as well.

Downplay the Interview!

“Interviewing Doesn’t Work Very Well” was the title of an article by Kevin Wheeler (ere.net, July 29, 2006). Experts point out the various shortcomings of interviews and interviewers, on a regular basis. The use of valid assessments that connect directly to the job analysis, can relieve the interviewer of many burdens and pressures, secure more actionable information and provide structured interview questions that focus the ultimate interview and shorten its duration. Best-in-class online assessments offer exceptional value and performance. Using them improves hiring decisions and streamlines communications between recruiters and hiring managers.

Together these approaches (i.e. job analyses and valid, mission-specific assessments) address Mr. Katz’s top three reasons. If the hiring manager thinks “its HR’s job”, he/she probably should not be managing people; and if navigating the software is somehow the problem, he/she should get help and learn the basics.

Kind regards,

Dick Melrose
Vision21

]]> By: Bryan StLaurent http://www.ere.net/2008/07/14/i-dont-have-time-to-interview/comment-page-1/#comment-5820 Bryan StLaurent Wed, 16 Jul 2008 02:19:02 +0000 http://www.ere.net/?p=3323#comment-5820 Sometimes there are solutions out there that will allow an HR person to interview 30-50 or even hundreds of people at a time, and they won't even have to be there!...they can be off doing something else! www.hirevue.com www.hirevue.com/tour Best..... Bryan St.Laurent (also on LinkedIn) Sometimes there are solutions out there that will allow an HR person to interview 30-50 or even hundreds of people at a time, and they won’t even have to be there!…they can be off doing something else!

http://www.hirevue.com
http://www.hirevue.com/tour

Best…..

Bryan St.Laurent
(also on LinkedIn)

]]> By: Amybeth Hale http://www.ere.net/2008/07/14/i-dont-have-time-to-interview/comment-page-1/#comment-5809 Amybeth Hale Tue, 15 Jul 2008 16:47:01 +0000 http://www.ere.net/?p=3323#comment-5809 Fabulous article! There are so many points here that can be pulled out to help create more of a consultant-like relationship with clients, both internal and external. Thank you for sharing! Fabulous article! There are so many points here that can be pulled out to help create more of a consultant-like relationship with clients, both internal and external. Thank you for sharing!

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