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How Are You at Predicting Candidate Success?


What’s the purpose of a job interview? Think about it for a minute.

For many of you, I’m guessing the answer is “finding out if the candidate was successful at their last job”. And yes, while finding out if they were successful in their last job is helpful and can help me determine if someone is as good as they say they are, the real purpose of a job interview is to ultimately predict whether or not the person sitting in front of you will be successful at your company – working in that culture, on that team, doing that kind of work.

But do the interview questions you ask help you predict that success? “What’s your greatest weakness?”, “Do you prefer to work alone or in teams?”, “Are you detail orientated?”… do these questions really give you evidence of how a person will perform once they get into your company? The short answer is: no. Most candidates know the type of answers an interviewer wants to hear to these types of questions (I mean, have you ever met a candidate who openly admitted they weren’t detail orientated?!), so they don’t really tell us anything about how the candidate will perform in our company.

The same goes same for questions about years of experience and pedigree. Yes, the candidate has an MBA from Harvard, but does that mean they will automatically succeed at your company? No. Yes, they had a fabulously successful career at Google, but does that automatically mean they will thrive in your company’s environment? No. And yes, this candidate has 2 more years of experience than the other, but does that mean they will do a better job? NO!

According to John Vlastelica, MD of Recruiting Toolbox, the key to predicting success does not lie in traditional interviewing methods. To predict success accurately, you need to look beyond traditional signals, and instead get clarity on your hiring criteria, and go deep to gather actual evidence of past and present, in-the-room performance.

But how do go about clarifying your hiring criteria or gathering past and present evidence successfully? Where do you even start?!

Enter the latest edition to the Social Talent behavioural learning platform: Predicting Success by Recruiting Toolbox. A comprehensive new interview training program designed to help hiring managers and interviewers hire the right talent for your organisation. Delivered by John Vlastelica (who draws from over 20 years of recruitment experience), the Predicting Success program will help you learn:

  • How to define your hiring standards and make evidence-based hiring decisions.
  • How to setup a quality interview process and ensure you have the right interviewers, focused on the right criteria.
  • How to create and leverage best-practice behavioural, situational,
    role play, problem solving and white-board questions – including examples of good questions, and bad questions, discussions about what makes a great question great, sample questions that you can tailor, and alternatives to going into pedigree and experience.
  • How to evaluate skills, competencies, achievements, and motivators to predict if this candidate will succeed in their role
    and your unique culture.
  • How to develop your hiring philosophy ensuring your interviewing team make the right tradeoffs when faced with imperfect candidates.
  • How to evaluate your own candidate experience, as well as how to create a great candidate experience.
  • How to write great candidate feedback.
  • How to attract and sell top candidates by leveraging smart questions and speaking to A-player motivators.

Our Predicting Success program is loaded with practical, how-to information that will help improve speed and quality hiring, increase the confidence of your interviewers, and create the kind of candidate experience your competitors can only dream of! It goes beyond behavioural interviewing 101 to teach you to focus not just on whether or not the candidate is a good cultural fit, but also whether they’ll meet your hiring bar and if they can deliver at the level you expect.

You can’t do all of this with traditional “tell me about a time” questions, and you certainly can’t do it by counting years of experience or looking at pedigree to predict capabilities. But you can do it with the practical takeaways you’ll get from Predicting Success by Recruiting Toolbox! So request a demo today!

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