Employee Selection Teams
A Timely Idea!
It’s amazing how difficult we can make things!
Just think about the way many of us put together interview schedules. Let’s say we decide to bring candidate “Charlie” to our site for a day of interviews. Typically, the first step would be to drop Charlie’s resume onto the desk of John, an Administrative Specialist, and request that he arrange an interview schedule. John knows what will happen and dislikes you for the task already: He will call 7 or more people to try to get 4 of them to agree to interview Charlie on the appointed day. Most will “be busy” and some will play the politics of asking, “So, who else will be on the interview schedule?” Others will agree, but only for a specific time. After wrestling to put the schedule together, John will finally have four people to interview Charlie – and they likely will not be those who should be conducting the interviews; rather those who are available. Shouldn’t it be easier with better outcomes?
The answer is an absolute yes. Pre-designated selection teams are the answer! It takes a little effort up front, but very little from then on to have a fine process. It starts by identifying those people who should see all the candidates for job openings within a specific department or job family. These people will make sound selection decisions due to their knowledge of the department/job content – coupled with having seen all the candidates for the job to select the best of them. We all realize that there are times that one or more of this team may not be available due to illness, business travel, vacations, etc., so we appoint a solid “alternate” for each team member. We then establish specific roles on the team for each member – which would include the purpose of their interview. It is also important to make sure that all team members have been trained in effective interviewing.
With the organization of pre-designated selection teams, John, our frustrated Administrative Specialist, organizes the interview event by simply using the list of team members and their roles for the hiring department; and if one of the primary team members is absent, the alternate is scheduled as a replacement.
The value is immediately significant! Now, not only is the scheduling process much easier, the interviewers will present the company more professionally, will not repeat the same questions over and over, and when they have their selection meeting they will have collectively gathered more and better information with which to make the selection decision. If they have been trained correctly, they will also have significantly reduced legal exposure and will have sold the company well. What’s more is that selection teams may exist for finance, sales, logistics, engineering, operations, etc. Those teams get very familiar with the job openings and requirements in their areas and develop content expertise. Because they will have seen all the candidates, their comparative selections will be better.
Don’t reinvent the wheel for each interview schedule. Selection teams are the best practice!
Practice does not make perfect; Perfect Practice makes perfect!
The ISAAC Network, LLC is a consulting firm specializing in the issues that surround recruiting, employment and retention since 1994. Typical offerings include recruiting/employment process consulting; outsourced employment services (bundled or unbundled); competency modeling; interviewer/selection training; web-based employee surveys and analysis; workforce planning; mentor programs; and professional/executive search services. With offices in both New York and Tennessee the firm works with organizations of all sizes and types across the U.S. (and Canada). Call to discuss your issue in confidence at either 865-448-8700 (Townsend, TN) or 585-223-8810 (Fairport, NY).
