When are we going to realize that a “tool” is only as good as the user and users are only as good as the training they have received? The tool I refer to is the interview and training is critical to interview success.
Types of interviewing
I read an article entitled Assess Motivation to Yield Better Hires written by Theresa Minton-Eversole. She was writing about the work of Carol Quinn, CEO of Hire Authority Inc. Quinn is a proponent of a method of interviewing she created called Motivation-based Interviewing. She is not a fan of behavioral interviewing. According to Quinn “MBI enhances the information-gathering process by adding to and improving the interview questions to help reveal candidates who have that positive, can-do attitude.”
The purpose of this post is not to debate the merits of behavioral interviewing versus motivation-based interviewing. In fact I think the best method that will produce the best candidate is a combination of these two methods.
The importance of training
The thing that stood out to me in this article is the statement by Quinn that “to improve the quality of their hires, companies must train interviewers and implement a minimum hiring standard.” My reaction was NO SH*T SHERLOCK! How do we expect interviewers to know how to do either behavioral interviewing or motivation-based interviewing without training them on it?
I have trained behavioral interviewing in the past and I know from personal experience it is not easily learned. I am sure motivation-based is not easy either. Heck without training interviewers generally don’t even do a legal interview. So why do we NOT train interviewers?
Why no training?
I am not sure why business large and small have not understood the importance of interview training. Perhaps it is in the way training is presented, as a COST. It needs to be presented in a cost/benefit format with a projected ROI. Management needs to understand the cost of NOT training, which includes poor selection, lost productivity, turnover costs, lost potential, potential loss of customers, employment based lawsuits and more. If you consider ALL the potential costs associated with a lack of training you should be willing to throw money at training.
So why don’t we train interviewers? Let’s hear some answers.