Nine Steps to Making
Your Interviewing
System World-Class
© Development Dimensions International, Inc., MMXV. All rights reserved.
This guidebook will:
• Answer the question: Why should
you consider changing your
interviewing system?
• Identify the 9 steps to follow in order
to make your interview system
world-class.
2
© Development Dimensions International, Inc., MMXV. All rights reserved.
Interviews are the most commonly
used tool in the majority of hiring
and promotion decisions.
Does your organization's
approach to interviewing need
to change?
3
© Development Dimensions International, Inc., MMXV. All rights reserved.
Research tells us…
87% of all interviewers are
confident they make high quality
hiring decisions–they don’t
perceive a need to change.
DDI (2009): Are You Failing the Interview
4
© Development Dimensions International, Inc., MMXV. All rights reserved.
BUT…
46% of all new hires fail,
and only 20% achieve
unequivocal success.
Leadership IQ (2012): The three-year study compiled results after studying 5,247 hiring managers from 312 public, private, business and
healthcare organizations. Collectively, these managers hired more than 20,000 employees during the study period.
5
© Development Dimensions International, Inc., MMXV. All rights reserved.
AND…
The #1 reason for failures is
an overreliance on hiring
manager evaluations of talent
in the interview process.
DDI (2012): Global Selection Forecast
6
© Development Dimensions International, Inc., MMXV. All rights reserved.
THEREFORE…
If talent matters to your
organization, you MUST CHANGE
your interviewing system into a
critical business process that
ultimately becomes a strategic
advantage.
7
© Development Dimensions International, Inc., MMXV. All rights reserved.
BUT, KEEP IN MIND…
Making your interviewing
system a critical business
process represents a dramatic
change initiative for most
organizations.
8
© Development Dimensions International, Inc., MMXV. All rights reserved.
70%
And…
of all change
initiatives fail.
Ken Blanchard (2010): Mastering the Art of Change
9
© Development Dimensions International, Inc., MMXV. All rights reserved.
So, how do you
successfully change your
interviewing system to be
world class?
10
© Development Dimensions International, Inc., MMXV. All rights reserved.
…follow these 9 steps
11
© Development Dimensions International, Inc., MMXV. All rights reserved.
#1
Identify a program manager
to manage the change
12
© Development Dimensions International, Inc., MMXV. All rights reserved.
#1
The program manager:
• Designs the interviewing system–including your training approach,
training content, delivery options, interview content, and number
and length of interviews
• Creates a communication strategy that defines the key
stakeholders, the information they need to know, how the
information will be shared, and the timing
• Manages the interviewing system implementation plan
• Delivers engaging/fun, cost efficient and effective training
• Defines business process metrics to track the system’s impact
• Advocates for the system throughout the organization
13
© Development Dimensions International, Inc., MMXV. All rights reserved.
#2
Clearly define Success
Profiles* for your most
critical jobs or roles
*Success Profiles is a term used to describe the competencies, personal attributes, knowledge, and
experience required for an individual to effectively perform a job or role. Contact DDI to learn how you
can define Success Profiles for critical jobs or roles in your organization.
14
© Development Dimensions International, Inc., MMXV. All rights reserved.
#2
Focus your behavioral interview
questions on the Success Profiles
for targeted jobs/roles.
“Organizations that support their selection processes with
thoroughly defined success profiles are more than twice as likely
to outperform their competition on quality of hire AND key
bottom-line business metrics than those that don’t.”
DDI (2012): Global Selection Forecast
15
© Development Dimensions International, Inc., MMXV. All rights reserved.
#3
Apply a consistent
process to all interviews
for all candidates
16
© Development Dimensions International, Inc., MMXV. All rights reserved.
#3
Research tells us a best practice
interviewing process includes:
• Reviewing candidate materials prior to the interview
• Using a structured behavioral approach to open,
conduct and close the interview
• Evaluating the data using consistently applied
guidelines
• Conducting a data integration discussion with other
interviewers to review data and make decisions
• On-boarding new hires
17
© Development Dimensions International, Inc., MMXV. All rights reserved.
#4
Make the use of data
integration a priority in
your interviewing process
18
© Development Dimensions International, Inc., MMXIII. All rights reserved.
#4
What is data integration?
A meeting of all the interviewers for a candidate to discuss the behavioral
information gathered across interviews to reach a consensus on
interviewing ratings and the final hiring decision. It can be done in-person
or remotely. The important point is that it is done.
Why is it important?
• Dramatically improves quality/accuracy of hiring decisions*
• Allows hiring managers to better identify candidates who will be a
cultural fit for the organization**
• Reinforces best practice interviewing skills & processes***
*DDI: Selection Forecast): 2012; ** Brookdale Senior Living Solutions: Better Interviews to Make Better Hires; *** DDI: A Four Step Learning Journey
to Exceptional Interviewing
19
© Development Dimensions International, Inc., MMXV. All rights reserved.
#5
Leverage the research—the
roadmap to train interviewers to
conduct high quality behavioral
interviews is very clear
20
© Development Dimensions International, Inc., MMXV. All rights reserved.
#5
What does 40 years of research tell us?
• Behavioral interviews not only produce the best validity, but also the best
candidate experience.
• Sharing data with other interviewers in a structured data integration session will
improve the accuracy of your interviews by 2-3x.
• Interview quality is not about the questions – it is about the skill of the interviewer.
• Interviewers lacking interviewer training will fail, and so will their hires.
• Training that is not fun and engaging will fail.
• Practice makes perfect. Training without skill practice will be ineffective.
• Interviewers must be calibrated on how to evaluate data.
• Training how to interview for job/organization fit (culture or values fit) significantly
impacts the quality of new hires.
• Training focused on the candidate experience positively impacts your employment
brand, referrals of other qualified candidates, and engagement in new hires.
21
© Development Dimensions International, Inc., MMXV. All rights reserved.
#6
Customize your interviewing
system to your organization and
its unique needs
22
© Development Dimensions International, Inc., MMXV. All rights reserved.
#6
Make your interviewing system
unique by customizing your:
• Talent acquisition/promotion process–
communicate the process during training
• Interview guides, including Success Profiles and
the related questions to your organization and/or
targeted roles for which they are being used
• Skill practice training tailored to your organization
and/or targeted roles
23
© Development Dimensions International, Inc., MMXV. All rights reserved.
#7
Utilize multiple training
modalities to meet the
different needs of learners
24
© Development Dimensions International, Inc., MMXV. All rights reserved.
#7
Tailor training to participant needs in
order to develop knowledge AND
skills by using multiple training
modalities:
Classroom | Web | Virtual | Mobile
Social | Automated Simulations
25
© Development Dimensions International, Inc., MMXV. All rights reserved.
#8
Treat interviewer skill
development as a journey
rather than an event
26
© Development Dimensions International, Inc., MMXV. All rights reserved.
#8
The interviewer learning journey
should include:
•
•
•
•
Formal training
Skills application (in actual interviews)
Peer/manager feedback on use of skills during data
integration discussions
Skills refreshment post training
27
© Development Dimensions International, Inc., MMXV. All rights reserved.
#9
Measure the impact of your
change initiative
28
© Development Dimensions International, Inc., MMXV. All rights reserved.
#9
Measure results to sustain the
program and determine impact by:
• Determining the most efficient and accurate way to
gather program impact data
• Focusing on the most common new hire metrics
(quality of hire, time to productivity, turnover and
customer satisfaction)
• Measuring what matters most to your key stakeholders
29
© Development Dimensions International, Inc., MMXV. All rights reserved.
LET’S RECAP
30
© Development Dimensions International, Inc., MMXV. All rights reserved.
Make your interviewing process
world class by:
1. Identifying a program manager to manage the change
2. Clearly defining Success Profiles as the foundation for your
interviews.
3. Applying a consistent approach to all interviews for all candidates
4. Making the use of data integration a priority in your process
5. Leveraging interviewing research when designing and
implementing your interviewing system
6. Building a system that is unique and meets your organization’s
specific needs
7. Utilizing multiple training modalities
8. Treating interviewing skill development as a journey not an event
9. Measuring the impact of your change initiative
31
© Development Dimensions International, Inc., MMXV. All rights reserved.
Organizations that have taken this
approach have realized:
• Hiring managers who are 5 times better at
identifying the right talent (New York Presbyterian)
• A 42% reduction in turnover
(Review of 28 separate studies involving Targeted Selection®*)
• A 34% increase in customer satisfaction
ratings (Delivering Top Talent through Targeted Selection® Interviewing)
• A 381% ROI in the Targeted Selection
system (A review of seven separate studies involving Targeted Selection®)
*Targeted
Selection is DDI’s industry leading behavioral interviewing system.
32
© Development Dimensions International, Inc., MMXV. All rights reserved.
Let DDI help you implement a
world class behavioral
interviewing system
• DDI’s Targeted Selection® Interviewing system
has been the industry gold standard for
behavioral interviewing for over 40 years
• Over 11 million interviewers and counting
have been trained in Targeted Selection®
…make the change and join the group
33
© Development Dimensions International, Inc., MMXV. All rights reserved.
See Success In Action
34
© Development Dimensions International, Inc., MMXV. All rights reserved.
TO LEARN MORE:
Contact your DDI representative,
call 1-800-933-4463 , or visit
www.ddiworld.com/targetedselection
© Development Dimensions International, Inc., MMXV. All rights reserved.