Myth or Fact: The hiring edition

By Adam Robinson,
May 21, 2013

Who’s up for a Tuesday morning game? Come on – you know it beats scrolling through all those emails.

To go along with our “Six Hiring Myths BUSTED!” eBook, we decided to make up this little quiz-like game. Get ready – let’s see how well you know your hiring myths…

1. When preparing for an interview you…

a. Thoroughly review the candidate’s resume 

b. Develop a script with “must-ask” questions

c. Create an interview scorecard 

d. All of the above

2. Experience is the most important factor when evaluating and interviewing applicants

a. True

b. False

3. When interviewing candidates, it’s best to…

a. Make a final judgment within the first five minutes

b. Hire based off your instincts 

c. Bring them back for three and four interviews just to be sure

d. None of the above

4. After conducting each interview, it’s important to…

a. Ask the candidate for their social media logins and passwords

b. Score the interview using a validated scorecard

c. Talk about the interview with coworkers over lunch

d. All of the above

5.  When you find “the right” candidate, you should…

a. Prepare an offer letter

b. Bring in one more round of applicants to interview to make sure you are making the     right decision

c. Take a few weeks to think over your hiring decision

d. None of the above

Ready for the answers? Scroll down…

1. D – All of the above 

You only have so much time with each candidate, so it’s important to make the most of the interview. Looking over their resume will help you direct questions specific to previous experience. More importantly, a script and scorecard will ensure you ask all the right questions, and evaluate them appropriately.

2. B – False 

Although experience is important, it doesn’t always predict the likelihood of a candidate’s success within your position. Looking at aspects such as culture-fit and skill set are just as important. 

3. D- None of the above 

People say first impressions are everything, but when interviewing you just can’t make a decision based off what the candidate says in the first few minutes. Additionally, going with your “gut feeling” is often a recipe for disaster. Rather than making a decision based upon validated data, it’s common for your instincts to steer you in the wrong direction.

4. B – Score the interview using a validated scorecard  

It’s important to use an interview scorecard where the data has been validated. This will give you a solid argument for or against a candidate. More over, asking for a candidates’ social media passwords is illegal in some states – and is an overall poor process, especially when trying to provide a positive candidate experience.

5. A – Prepare an offer letter

Chances are that if you find the perfect candidate, your competitors will want them too. Taking too much time to make a hiring decision can lead the candidate to look elsewhere for a job – and it may very well be a competitor. Don’t risk losing a qualified candidate because you’re indecisive – as long as they are qualified, scored well on the interview scorecards and are a culture-fit, there’s no reason not to hire them!

Before you make your next hiring decision, be sure to read “Six Hiring Myths BUSTED!” 

About the Author

Adam co-founded Hireology with the mission to help growing companies make better hiring decisions through data and better technology. Adam is passionate about entrepreneurship, donating time to a number of organizations that support the entrepreneurial cause. Adam completed his undergraduate study at the University of Illinois at Urbana-Champaign, and received his MBA from DePaul University in Chicago, IL.

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