Friday, October 28, 2016

Is It time to Toss the Resume?

Cartoon of an interviewer asking the candidate whose nose has grown long, "Everything on your resume is true, right?"

Interviewers used to rely heavily on the facts of a resume to determine a candidate’s fitness for the job. But the interviewing process has shifted dramatically in recent years. Not only have candidates become far more sophisticated in how to answer “standard” questions but smart interviewers rely less on technical and more on soft skills and cultural fit to hire right. Is it time to toss the resume? Behavior based interviewing training experts say, “Not quite yet.”

Use the resume to screen out candidates who lack the experience you need and to provide background for questions that probe beneath the facts to the candidate’s work ethic, attitude, values and cultural fit. With proven behavior-based interviewing techniques you can dig into a candidate’s past to get a true sense of how they would behave in the future. 

Here is how to use behavioral interviewing techniques to hire right…
  • Begin with what your organization stands for. All corporate decisions and behaviors should be based on the company’s strategy (where you are headed, why and how you will get there) and organizational culture (how things really get done). And what more important decisions are there than the people you hire to represent you and complete your strategic journey? The right candidate should be genuinely excited by your corporate mission, inspired by the view of the future and committed to the values and beliefs you espouse.

  • Focus more on who the candidate is than what they have accomplished. You want to make sure that the people you hire practice ethical work habits, value learning and growth, know how to collaborate effectively and can handle the speed of change your company follows. You want someone who is responsible, trustworthy, agile, resourceful and flexible. These are qualities that can be revealed through well-designed behavioral interviews. 

  • Test them out on the job. Give them a small project to run or bring them onto the team for a trial period. You will quickly discover whether they are a good fit or not. 

  • Be patient. It is far better to wait for the high performing candidate who fits than to be pressured into hiring “second best.” Hiring poorly costs in so many ways…dollars, time and employee morale.


Hiring the right talent contributes to a company’s productivity and growth. Hire and interview right and your organization will thrive.

Assess Your Behavior-Based Interviewing Practices Now

No comments:

Post a Comment