TED Conversations

This conversation is closed.

I've tried using the interview as the best way to find the right people, but it doesn't seem to be working out proficient.

People coming to interviews show up with sparkling clean resumes that would guarantee them a job on the spot. Even though it's important to trust and give people the benefit of the doubt, I still feel that they're leaving something out. In the beginning, they always start out on the right track, but a few months or so down the road, things change. Why? What better ways are there to finding people who match the criteria and meet the requirements of my shop? Are there any questions you may use that help you spot the winners and the losers? If you have any suggestions or ideas, please let me know.


Closing Statement from G Smith

Hello everyone. This is G Smith. I would like to just say thank you for all the useful information and advice you gave me concerning finding very loyal and useful staff. Wish me luck! And again, thank you for everything.

Showing single comment thread. View the full conversation.

  • thumb
    Mar 26 2013: You need to structure an interview so that it tests the qualities that are important to the job being offered. This is a major failing in virtually all industries at the moment. Most companies use the same interview structure regardless of the job being offered. It's a bit like using 100m sprint times to recruit for your athletics team even though most of them won't run the 100m. It's especially a problem when a company has proffessional recruiters. They tend to recruit people that make good recruiters. Lets face it in an interview people who are attractive and well spoken with a bit of charisma thrown in make the best impression, but is any of that stuff relevent to the job you're hiring for?

Showing single comment thread. View the full conversation.