Recruitment is certainly not an integral part of most managers working days and so how can you ensure that when the need arises, you have a robust process that delivers success everytime? How do you create a framework that provides assessable data?
Do you even have a consistent process that you follow? Do you reflect and assess your performance and identify how it can be improved?
Far too many recruitment decisions are based on a "gut feel" which could be a successful recipe but it is unlikely to provide great returns for every manager. Developing a robust and consistent recruitment process that can be followed by every interviewer really is essential if you are to maximise the opportunity for you to succeed with every appointment you make. We all have far too many unconscious biases to rely on "gut feel" and so need a framework to follow.
Given that most organizations spend roughly 70% of their operating budgets on workforce expenses, it is noteworthy how rare it is for organizations to measure the success of hiring managers in their ability to select the right candidates. It is also rare for individuals to hold themselves accountable for becoming better interviewers over time. By using a quantitative interview scorecard to evaluate the qualifications and suitability of job candidates, and by comparing interview-based predictions with subsequent performance on the job, it’s possible to boost your interview hit rate and your organization’s return on human capital investment over time.