Focus on Job Match, Not Complex Interviews, to Find Talent
Editor’s note: This is part one of a two-part series exploring a difficult interview’s impact on job matching. Visit our blog next week for the second part of this series.
Complex critical-thinking interview questions are all the rage for some competitive tech companies — sometimes driving top candidates away.
But can challenging interviews spark more curiosity from some candidates and ultimately leave a more favorable view of the company in their minds? And, from the company’s standpoint, can such a process produce better job matches?
As it turns out, hard interviews equal happy workers, according to a recent Glassdoor study. Glassdoor uncovered some key findings about the payoff of a company’s more demanding selection process:
- Overall, a 10 percent more difficult job interview process is associated with 2.6 percent higher employee satisfaction later on.
- More difficult job interviews are statistically linked to higher levels of employee satisfaction across six examined countries: U.S., UK, Canada, Australia, Germany and France.
- On a five-point scale, the optimal or “best” interview difficulty that led to the highest employee satisfaction was 4 out of 5. Ratings were based on a five-point scale, with 1 = very easy, 3 = average and 5 = very difficult.
Instituting a complex interview alone is misguided. Companies need to dig a bit deeper by using validated assessments to measure a candidate’s behaviors, driving forces and skills to determine whether they meet the criteria for and match the job.
By using a system like Talent Management Plus™, companies can hire people matched and inherently motivated by their work, ultimately taking the guesswork out of selection and reducing bad hires in the process.
That way, the complexity of an interview process won’t matter in finding talent.