Typical interview practices do not distinguish top performers and frequently result in costly failed hires. Considering the costs associated with a failed hire — up to three times their salary plus benefits — you want final decisions based on more than impressive resumes and positive hunches.
How to do it right.
Identification of the right competencies to evaluate is a critical factor in interviewing success. You need to be confident that candidates possess the competencies needed for high performance on the job.
What you ask a candidate and how you phrase the questions make a big difference in the quality of information you receive. Structured, behavior-based approaches to interviewing consistently lead to better results in identifying the right talent for the job. In addition, structured methods demonstrate fairness and maintain an excellent track record of legal defensibility.
Selecting for a highly specialized functional role? Use Korn Ferry Interview Architect™ to create interview guides to ensure you’re selecting based on the competencies that matter most.
Trying to discover the next High Potential leader in your organization? The Korn Ferry Assessment of Leadership Potential is an online assessment that provides organizations with the ability to objectively and accurately identify talent with high leadership potential.