Human instrument calibration is a relatively novel concept and the nascent field of interviewer bench-marking is of great interest to the veteran consultants and the think tank of Staffopedia.
Over several hundred consultations with ecommerce conglomerates, we have encountered deep-seated resistance to the notion of disrupting tried and tested recruitment workflows prevalent in departments. These processes though reliable tend to be outdated and obsolete in the face of the challenges testing the mettle of the existing hiring paradigm.
We believe in testing theories and validations before framing solutions around hypotheses. The same holds true for interviewer calibration. We have conducted independent research into the skill-sets of several candidates for test designations and have compiled feedback focusing on core competencies and corresponding weaknesses. However results generated by in-house recruitment teams of our clients in working with the same talent have often been contradictory and replete with vague generalizations, indicating miscommunication and misalignment between the requirements of a particular positon, the expectations of the hiring manager and the information trickled down to the HR department.
HOW CAN WE HELP?
Staffopedia stages tactical and strategic interventions to ensure that teams responsible for the recruitment efforts of a company:
Are on the same page where the desired skill-set and the responsibilities of a particular position are concerned.
Are made aware of the bar of hiring and the general consensus as to the end goal of the interview process.
We address the concerns interviewers may have around revamping and overhauling the talent acquisition and management practices to ensure that improvements suggested are embraced and there are no glaring discrepancies in ratings for potential candidates across interview panel members.