If you’re reading this article, it’s because you are in a position of interviewing and hiring for your organization.  That, in itself, is a huge responsibility, and my goal is to offer you a few new concepts to consider for the next interview in which you’re involved. 

Your days are so full and you just don’t seem to have the time for a lengthy interview process, but the “clearer” you are in the interview, both over the phone and in person, the better your chances of keeping a new employee for a very long time.  Retention is not just a buzzword these days; it’s a vital part of company growth and profitability. 

According to a recent survey conducted by the Hudson Employment Index, 75% of all employees surveyed labeled their interview experience as either good or excellent.  Only 5% rated the interview as poor.  However, of the candidates who believed the interview was a good one, 20% still indicated that the job they accepted did not match the job they were told about during the interview process, and 19% said they did not meet their boss before joining the company! 

According to another survey by the Novations Group, a global consulting firm based in Boston, 33% of surveyed companies lost 1/4 of their new employees within 12 months.  The top reasons included unrealistic expectations for the job, the inability to get along with the supervisor, and not possessing the proper skills for the position.  I think the combination of these two surveys has clearly identified a lack of clear communication during the interview process! 

The interview presentation

When I say the word “table,” what comes to your mind?  Is it your kitchen table, is it your picnic table, is it a table at your favorite restaurant, or is it a table in a document?  Word choice and word pictures conjure something different in every individual’s thinking.  The same thing happens when you use the phrase “heavy work load.”  It will be different for everyone.  So let’s look at how to make our choice of questioning “clear” during the interview process.  The best advice is to keep asking questions about a statement. 

Have the potential candidate present to you their understanding of the particular job description and how they see themselves doing the job.  This process will be very revealing to you.  Keep asking questions about what they’ve just stated, until you are BOTH clear on job specifics, as well as personal fit.  (Again, I refer back to the TABLE.) 

One more suggestion: share the process.  I recommend that you have one other person, perhaps your direct report, participate in the entire process.  Make certain everyone involved in the interview is clear on the requirements and in agreement.  Being clear from the start—inside the organization and with the potential new hire—will result in a better fit for you, the new hire, the department, and the company . . . and retention will soar.  Retention begins with the interview! 

(So now that the interview is over and you’ve identified the ideal candidate for the position, what’s next?  The offer of employment, of course, but is the offer you’re going to make the complete offer?  In our next issue, we’re going to address and analyze the various components of the employment offer, as well as discuss why presenting a complete offer is vitally important in a competitive talent market.)