Hiring Frustration #6: Useless Candidate Evaluation

The interview has ended and the candidate has left the building. Bob, the Vice President and Sue, the Director/Hiring Executive, come out of their offices and meet up at the proverbial water cooler. Let’s assume they both liked the candidate. Here’s what their conversation might sound like after Bob says to Sue “So, what did you think of the candidate?”

He seemed bright.

Had a lot of energy

Sure seemed enthusiastic

Maybe he could do the job

Might fit in here

Appeared to be smart and confident

I liked him

I got along well with him

No obvious issues or problems

Came across in my interview very well

Presents himself very nicely

What Just Got Measured in the Interview?

What the heck was this? Worthless Crap!

This was nothing more than a “meet-n-greet”. It was not an insightful, probing, analytical, in-depth assessment and interview of whether the candidate could deliver the desired results (probably since the desired results were never defined in the first place – it would be very hard to measure in the interview).

What are we really measuring? Bob and Sue are not measuring the candidate’s ability to do the job – they’re measuring the candidate’s ability to interview for the job. This is not only a major frustration among hiring managers – it’s one of the top ten reasons hiring fails more than 50% of the time in most companies.

You can read more about our 8 key Hiring Manager frustrations and how to overcome them. We provide a range of free content, products, and services to help combat and overcome typical useless evaluations of candidates.

The 8-Point Success Matrix for Assessing Candidates

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Barry

Related posts:

1. Hiring Frustration #7: 1st Impression Victim
2. Hiring Frustration #5: Poor Cultural Fit
3. Hiring Frustration #3: Exaggeration and Lies