In a recent Fortune Magazine article, George Bradt, a consultant and author of The New Leader’s 100 Day Action Plan said there are only three interview questions in every job interview:
- “Can you do the job?” – addressing skills
- “Can we tolerate working with you?” – addressing fit
- “Will you love the job?” – addressing motivation
The article provides good advice for both hiring managers and candidates around identifying skills, motivation and fit for the position. What I found interesting is the section discussing fit indicated fit is the hardest of the three questions to answer. This is perhaps because you’re relying entirely on your intuition rather than using data to guide you.
Think about it – a resume and cover letter provide data about a candidate’s skills, education, experience and to some degree their motivation for the job. When it comes to how the candidate will fit into the position, we typically expect our intuition to take over, based on interviews. When all the candidates have the necessary skills, experience and education for the position it comes down to fit and motivation.
How do you quantify a candidate’s fit in a job role?
First, you need to know what you’re looking for. When hiring managers agree on what the role will entail, a simple addition to the conversation would be agreeing on a benchmark for the traits the ideal candidate would have. Warm and friendly or more distant? Collaborative or independent decision maker? This is an objective way to start with the end in mind and determine how well the candidate fits. It makes life easier and gets you closer to who you’re looking for.
With the latest analytics-driven hiring technology, all three of those questions can be answered before the candidate comes in for an interview, allowing the interview time to be spent more efficiently by digging into the gaps between the way the candidate works and what the role requires.
What Are the Analytics of Job Fit?
This is how it works. When discussing the job role, the hiring managers set a common criteria for what they are looking for in the candidate. Then, after the interview is completed, the hiring managers quickly and simply rate how closely the candidate matched their expectations. Advisor does the math in seconds and provides instant context by assigning a number between 1 and 100 to rank how the candidate rated against all their competition for the job. This provides you with valuable context that reveals the candidate’s match to benchmark. Leveraging analytics to determine job fit adds value to the hiring process by yielding greater insight about the job candidates in order to make more certain hiring decisions. When analytics are used throughout the entire employee lifecycle, it can lead to a happier, more loyal and productive workforce.
Editor’s Note: The next hiring analytics blog will cover – “Can I work with them?” and Part three will cover “Do they want the job?” highlighting the hiring analytics of a motivated candidate.