You are listening to Trinity employment’s, a player matchmaker podcast starring your host and the cofounder of Trinity employment specialists, Cory Minter. Hello and welcome back to the a player matchmakers. We’re
always trying to find different ways to add value to job seekers and employers in this particular podcast is going to be primarily for the employers. Um, it’s going to be a potential problems with your interview process and how you can go about fixing them. Seat interviews are really interesting because they’re probably not the best way to identify whether somebody is actually a good fit for your company and having turnover and getting the wrong person in your company, especially if you’re bringing in someone who is more of an executive role. Man, Oh man, you gotta be careful with that. And so making sure that you’ve got the right person in the seat is really, really important. And that’s what we’re wanting to talk about is just potential problems with your interviewing process and how you can go about fixing them. But first I want to start out with um, basic general stats with our OKC Medical Staffing.
Um, first step is, is 80% of employee turnover is due to bad hiring decisions. 39% of businesses report a decrease in productivity due to a bad hire and 41% of businesses estimate that the cost of a bad hire could cost you at a minimum $25,000. And that is really a high number. And so, um, you, you really, you really want to be careful with that. You know, I got a really interesting quote. Um, and I, I thought it was really funny. I don’t even know who it came from, but it says, when my boss asked me who’s the stupid one, me or him, I told him, everyone knows he isn’t, he doesn’t hire stupid people that you wont fin at our OKC Medical Staffing. Um, I bought that. Sorry about that, but for let me jump, let me jump into, um, some of the action items here. Um, I’ve eight potential problems I want to try to jump through, but I’m going to have to really quickly go through it.
Um, potential problems that a lot, a strikingly high number of hiring managers have is just a general inconsistency in their interviewing. So basically they ask different questions from different PR people and they allow the way that their social interaction is going to dictate kind of more how the interview goes. It’s pretty easy to accidentally allow interviewing consistencies for that reason from scheduling interviews, different of the day to entering the room, a good mood, bad mood, personal issues you might be having. You know, we’re just all human and even the smallest of things can affect your judgment, but consistency is really a crucial and important thing when you’re trying to create a good successful interview and you don’t want to miss out on a really great potential candidate just because you had a really bad headache that day or you were tired in a bad mood. If you are excited about something and it, and it just happened to have been laid on your desk, what if, what if a, you just got a promotion, somebody gave it to you and then you had to walk into an interview with out help from our OKC Medical Staffing.
I mean, it could just literally be anything. But when general consistency, you’re going to want to have the same type of questions for every individual for that position. You don’t want to just walk in there right out of the bat, but have the same imp have go over the same information. I also an encourage you to write them one to 10 on every question you ask. That way you can have an emotional top of a reaction to that person and then you can match that with a quantitative approach and help you to understand if they were actually a good fit for that PR position. You know, if, if you ask the question, um, you know what, uh, you know, what was, what, what was your level of experience in that particular field? Can you go over that with me and then write down notes, but write them on it and that will help you to make a better decision.
So you’re not just making decision whether you like someone or not. I dunno. Have you ever met somebody that you really locked up front and then all of a sudden you realize, or after you spent some time with him, you realize, man, I was wrong on my first judgment. That’s what interviews can do. Uh, so, uh, the next thing is, is interview bias. Human beings are prone to certain biases. A lot of times it’s just with whether you lock them. But it’s an unfortunate thing about our human nature. We’re generally hardwired to seek out common traits in other people. But the thing is, if you’re hiring for, especially in a small company, you don’t want to hire someone just like you, that could be a really big problem. So, um, biases that could go through people’s heads are things like, um, likability. It could be race or gender, it could be weather that you, you see, you had some commonalities.
It could be like religion, it could be all sorts of different things. But there are loads of other small things that you could, that you could think, you know, if they share the same hobby as you, if you guys went to the same university. Um, do you guys have you guys really click with sense of humor? And although cultural fit is important, they’re just not the most important things to consider all the time. And you shouldn’t give someone a job just because you liked them. And so it’s really important for you to create a prevention for your bias to have a, you could have a panel interview ideally with interviewers, with varying ages, genders, um, and ideas and different kinds of personalities for your OKC Medical Staffing. It isn’t always possible, um, especially if the first stage and, and there’s, there’s downsides to panel interviews as well. You’ve got to be careful with that.
Um, but there are some positives in there. You basically, you just want to be aware of it and make sure that you don’t fall into it. Number three, interview fatigue. Interview fatigue is a real problem. Um, that could sabotage your interviews. Um, imagine you’ve set aside an entire day of interviewing candidates. Oh boy, we’ve all had those. And the last candidate, you just want to get it over with. So don’t allow yourself to get fatigue. You can schedule breaks and schedule it appropriately. You know, you might limit the number of interviews to an amend at a maximum for a day.
Um, number four, your lack of preparation. All right. This is where I see the biggest potential problem for most interviewing managers. They’re busy. I get it. They’re going crazy. They’ve got 25 different problems coming at them that day. And so, Oh, the interview time, the interviewers, the interviews here, and you walk into the interview and you’re not prepared. It’s really important that before you enter the interview, you need to have really, really read the resume. You need to come up with a detailed criteria of exactly what you’re looking for in the candidate. You need to have a good job description and updated job description and then you need to have a series of questions ready for not just that candidate, but for every candidate that you’re going to be interviewing for that position for your OKC Medical Staffing.
The next problem, snap judgements. I get it. You do this. I’m an entrepreneur. I like making snap judgements real quick. Sometimes I slow it down, but I get energized sometimes. Like I like them, let’s go. But as an interviewer, you’ve got to be careful with the snap judgment and really think about it like hiring people right there on the spot. Sometimes it can be a problem. Um, but try not to let your initial judgment taint all of the, all of the interview, good or bad. Put yourself in the candidate shoes. They might be a little bit nervous. So if they don’t answer exactly the way that they, that you wanted them to at first, ask some forward, ask some follow up questions, give them a chance. Make sure you stick to your script of questioning. Um, if your candidate makes a first bad impression, don’t give up on them and just try to speed your way through the rest of the, of the interview. Give them a chance.
Number six, people have bad interviewing questions. So if you’re not asking the right questions, then your interviews are likely going to be a waste of time. I told you this earlier. Um, you know, also creating difficult and trick questions. I get that if you’re trying to look at the IQ of a human being, but a lot of times you’re gonna miss out. You remember these questions is what’s your favorite fruit and why? Oh my gosh. And people would overthink this and they would really try to come up with something for the best OKC Medical Staffing. Um, the last thing is, is having inappropriate questions you’ve gotta be, you’ve got to know your P’s and Q’s before you go into an interviewing process and make sure that you know exactly what you can and can’t ask. And the last thing that I have here is just make sure and follow up, follow up appropriately, you know, and, and make sure that you, if you say you’re going to follow up, make sure that you, that you actually do that.
These are just some things I think are common things that can, but they’re great reminders for everyone. I don’t care how good of an interview you are. Um, they’re great things to follow up and consider if Trinity can help you in any way, shape or form. We are staffing firm, we staff for companies all over our entire region, and we are one of the highest rated staffing firms in staffing companies, uh, that are in our region as well. I really would encourage you to go to Google reviews and see what people are saying about us. Um, we would love to be a resource for you, um, in your staffing needs. Please give us a call at nine one eight six two two two five, eight, eight, or you can visit us online at Trinity employment dot.