Conversation with a Head of IT on Structured Interview Process

A Structured Interview Process (SIP) is an interview session which combines both Technical Interview and Behavioural Interview into one session. By simple definition, it is a consistent set of pre-determined and objective questions to be asked of each candidate being interviewed for the same role.
 
Recently, I had this conversation with a Head of IT where I had earlier mentioned the importance of using an SIP to select and hire the best talents into his team.
 
HIM: Mike, I am not convinced that an SIP would make any difference for me in my hiring. I have been using my own way to interview for many years, and I have always been able to hire the candidates with the skills that I need.
 
And I can finish up with my interview sessions in much shorter time that your proposed SIP sessions. I feel SIP is an unnecessary waste of time!
 
MIKE: I agree with you that a non-SIP interview session can still help you hire the candidates you need and in a shorter time, no doubt about that.
 
However, would you agree if I say this: after each of your non-SIP interview sessions, you really do not know anything more about each interviewee other than whether he/she has the skills to do the current role you are hiring for, right?
 
HIM: [Kept quiet but was nodding his head slightly…]
 
MIKE: An SIP, on the other hand, allows more information to be gathered about each candidate. More importantly, it allows you to have a glimpse of what other roles that each candidate might be able to take on in the future in your team or even in other departments in your company.
 
HIM: [He sat up, confused but quite interested] What do you mean by that? How can I know that?
 
MIKE: Well, simply put, aside from professional competencies match, your pre-determined interview questions are going to help you unearth their personal strengths and weaknesses plus their career aspirations, which allows you to make projections of them into future roles.
 
And because you are asking identical questions with all your candidates, when you are ready to make hiring selection(s), you are able to make “apple-to-apple” comparisons and to know exactly who tick the most boxes, both technically as well as behaviourally.
 
In other words, the candidates you are going to hire, ultimately are more likely able to rotate into other roles internally when they are ready to move on from their current existing roles. So you will be able to sustain and keep your talents in your team and/or your company. 
Want to know all the key importance and benefits of SIP and also how SIP lends itself strongly to creating sustainable staff for you in your organization?  You can find out more by downloading this Executive Brief here.

You have curbed staff turnover in your team already…
 
HIM: [Deep in thought] Interesting…

 
Tune in for a continuation Part 2 of the above conversation next week…
 
 
#StructuredInterview #SuccessionPlanning #CurbStaffTurnover
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