Lou Adler Group - Originators of Performance-based Hiring
Lydia greeted Alex with a concerned look, the hum of the coffee shop blending with the gravity of their conversation. Lydia, once his boss and now a mentor figure, was someone who could help him figure out how to make important career decisions. Alex reached out to Lydia and asked if they could meet to […]
It’s important to note that using behavioral interviewing #BEI without a detailed job analysis pretty much invalidates the entire interview. Without knowing how a skill, competency or behavior is actually used on the job, the assessment is left to the interviewer’s biases and perception of the job and how well the candidate presented their answer.
As you’ve discovered if you’d tried to hire any senior level person, the process for hiring leaders for these critical spots is much different than hiring everyone else for this one simple reason:
In part 1 of this series, I suggested that in order to increase interviewing accuracy beyond the 65% standard of behavioral interviewing, you needed to first ask this question when opening up a new job requisition
Long ago a candidate told me he was taking an offer from another company for a little more pay, a better title and a job closer to home.
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