Did you know research has found that untrained interviewers using an unstructured interview process are only 14% likely to make a good hiring decision and that 80% of all interviewers have received no formal training on how to select the best? These astounding statistics are costing companies millions in lost productivity, lost profits, missed goals, high turnover and much, much more.

♦ Improving quality-of-hire and interviewer effectiveness requires a  3-pronged  approach. First, interviewers must be adequately trained. Not just any training will do. Much of the interviewer training that's out there does not specifically teach interviewers how to hire High Performers and that makes it a total waste of time and money.

Second, effective interview questions need to be written and interview guides must be created. This is a critical step because the hiring decision is going to be based on the information you gather from the applicant. Asking ineffective questions during the interview will yield information that isn't useful as a predictor of future performance. This will have an adverse effect on your organization as a whole.

Third, interviewer effectiveness must be tracked. It's customary to track cost-of-hire and time-to-fill which suggests a fast and cheap hire is what is most important. This is not the case anymore. Quality-of hire is fast becoming the #1 most important hiring criterion. For best results, organizations must track how well their interviewers are doing. Ineffective interviewers need to be identified and retrained. Hiring is not about 100% perfection, however, tracking interviewer effectiveness and having a continuous improvement program in place is paramount for improving an organization's overall quality-of-hire.

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