[Our data on hiring at Google show that] what works well are structured behavioral interviews, where you have a consistent rubric for how you assess people, rather than having each interviewer just make stuff up.
Behavioral interviewing — where you’re not giving someone a hypothetical, but you’re starting with a question like, “Give me an example of a time when you solved an analytically difficult problem.” The interesting thing about the behavioral interview is that when you ask somebody to speak to their own experience, and you drill into that, you get two kinds of information. One is you get to see how they actually interacted in a real-world situation, and the valuable “meta” information you get about the candidate is a sense of what they consider to be difficult.
— Laszlo Bock, Senior Vice President
of People Operations at Google
in Head-Hunting, Big Data May Not Be Such a Big Deal
via The New York Times.com
See also, on this blog,
How to Write an Ad to Hire Employees.
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