During the interview process, it is essential for the interviewer to understand that the candidates who perform the best in the interviews may not be the best employees. Some candidates may prepare themselves for the structured interview and the questions an interviewer may ask while interviewing a candidate better than another candidate. This, however, does not assert that they will become a better employee in the future. Here is a solution for this dilemma.
“Many interviewers assume that the top performers in an interview will also be the best employees.
RECOMMENDATION: Utilize an interview process that is less influenced by the personality and performance of the candidate and more heavily weighted to the quality of the answers and the actual or comparable experiences of the candidates that match the position.
Stressing the quality of the answers given, and assessing a candidate’s experiences, will allow for a candidate to shine during the job evaluation process that may occur simultaneously with the interview process. A performance appraisal system, employee review, or an employee performance review will be best to find who will be the best candidate.
