Evidence-Based Appointments
Whilst all clinicians utilise and apply Evidence-Based Medicine to their daily clinical duties, managers also need to apply the same evidence-based approach to appointing their greatest and most important asset.
A recent study reported that a group of interviewers had, for the most part, made up their minds within 15 seconds of meeting the candidate – about as long as it takes for the average final interview panel to greet a candidate and sit down.
Medical managers also need to apply the same evidence based approach to appointing their greatest and most important asset.
Improving the Predictive Validity of Your Final Interview Process
So how can you improve the predictive validity of your interview process?
A large amount of research and scientific evidence demonstrates that interview reliability and validity can be increased by focussing on these key areas:
- Prepare a structured interview using trained interviewers. For each of the required competencies construct a question that will seek a behavioural answer. Probe vigorously for concrete examples of past performance.
- Actively guard against making first impressions – we’re innately wired to make judgements on people as soon as we meet them, mostly based on appearance and mannerisms.
- Use descriptive terms to rate each area of the selection process (e.g. exceeds, meets, does not meet).
- Consider the aptitudes as well as the experience, skills and achievements– ensure you consider the motivations, personality and attitudes as well as candidate’s credentials on their CV.
- Triangulate information from different sources. Not only will this provide you with a more accurate picture of each candidate, but it will also provide a more level playing field for all candidates.
Investing Wisely…
The appointment process is a huge investment. Not only in terms of the appointed individual and their future performance within your organisation, but also in terms of the time invested by all of those involved. Ensure your process is a robust, structured, thorough process that measures both the aptitudes and skills, as well as the experience and achievements; and validate this information through multiple sources. Do this, and you will be investing wisely.
Dearden Assessment specialises in supporting organisations to select the most talented leaders. If you would like to discuss how to ensure your process is robust, thorough and the best it can be, contact us on viv.walton@deardenassessment.co.uk or 07860 361252.