Through this course, I learned many things, including how crucial it is to not allow personal biases to come into the hiring process. With this point, I want to highlight the importance of structuring interviews, allowing yourself to rank candidates on criteria that eliminate bias, and hopefully ensure you’ll successfully hire the best candidate you can find. Asking a set of carefully structured questions that will highlight a candidate’s core competencies and skillset is most important to make interviews efficient and see who has really put the effort into studying the company and what it takes to work there.
With this also comes the training of interviewers, just like any other system you may use in the workplace, this is something that will need to be taught and will require practice. Well-trained interviewers will be more likely to provide a valid assessment of candidates, especially because they’ve had a chance to know what works and what doesn’t, as well as quickly progressing through the process already understanding how they would rate each interview.
I found this to be such an important takeaway from the course because, in the future, I’m hoping that I’ll be able to find a position in HR somewhere and really excel at it. Although I think I could do fairly well, I’m also someone who takes a lot of emotion and personal bias into things, which could potentially cause me to choose candidates who might not be great for the job, but are people I resonate with and enjoy. When I’m in a role like this, it’s not only about my own personal success, but the success of the whole company I’m working for which is why there’s so much weight on my decisions. Hopefully, through using structured interviews, I can build both my credibility and that of my company.
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