Hi manager tool members,
BLUF: Can you determine fit effectively with an inflexible script and emotionless interview?
I was hoping that the MT members could give me some (free form) feedback. I recently read this article on structured interviewing and didn't like the underlying concepts. The article seems to go in exactly the opposite direction with interviewing that I go. Is the article wrong, or am I? Or is there something in the middle?
The core proposition of the article seems to be that Structured Interviewing is the most effective way (up to 8 times better) of ascertaining an interviewee's fitness for a role. The technique promotes complete standardization between each interview. The questions are totally scripted and adhered too. The end result is a sterile process that removes bias. The article does note that the overall effect can give a negative impression to interviewee's.
So here is my opinion. When I interview I'm way more interested in fit, personality, interests, growth potential over specific skills. I care about the skills, and ask about them, but assume they are roughly equal in the sense that no one will be a perfect fit. I'd rather have the person with 70% of the skills that will go learn the rest, than the person with 90% who doesn't fit with the team.
Obviously I have a script for the questions, but I inevitably find tantalizing questions that I want to ask and will take short trips down these roads before coming back to the script. Think dynamic sales script over a play script.
About me: I'm a relatively new manager and have conducted roughly 5 job searches with probably 25~30 interviews.
Thanks for your time.