I recently watched a video where an HR Specialist stated "it is a great idea to have a candidate do the job while interviewing to make sure they can do it." In a perfect world this suggestion would solve all of our problems. But it could create many problems, too. Think of the confidentiality clause issues you may have!

I would love to tell my clients (when interviewing a candidate) to throw him or her on a sales call or forklift. But what happens if they get hurt on the forklift or they make a sales call and then go to work for your competitor. There is risk involved with this tactic.

If you are seeking to renew your hiring process, why not call my company? We can help you connect with the RIGHT candidates without putting your company at risk in more ways than one!

If you want a quick tip on streamlining your hiring process, consider what Nathaniel Koloc once told UpStart Business Journal. He said "Whatever your interview process, make sure it is consistent across all incoming candidates. Choose your interview questions wisely, and seek help on this if you aren’t sure what to ask. Once you have the questions, you should develop a basic rubric—even if it is qualitative—so that scores are at least mostly consistent across interviewers and across candidates.

When you are narrowing in on finalists, you should have them interview with your entire team (if it’s small enough), or at least everyone they will be working with closely. Make sure you give your team members specific, unique questions and rubrics to use, otherwise they’ll likely ask repetitive questions and re-run the same conversations with the candidate over and over—which limits your ability to get new insights and further evaluate how good of a fit that candidate would be."

I couldn't agree more!
Until tomorrow,

Britanie Olvera, CEO of Building Team Solutions