Dear Friends,
I wrote a case sometime back pointing out several irregularities in the Interviewing Process based on interactions with a good number of people on both sides of the interview fence - Interviewers and Interviewees. The posts here amply highlight what my case wishes to point out - we have a long way to go before we can call ourselves professional interviewers or recruiters.
Feel free to let me know how you found the case.
I have also attached a Recruiter/Interviewer Competency Model with clear Behavior Indicators for each Competency. The Model was developed by AIRS - they provide recruiter training to 70% of the Fortune 500, after observing, surveying and interviewing lots of star recruiters in American industry. One of the desirable competencies mentioned in the AIRS Model - more relevant for the interviewer role - is knowledge and application of various assessment methodologies ( the Interview Technique is only one method!)
In case the thought of having a Competency Model specifically distinguishing great recruiters from average recruiters comes as a surprise, let me point out what has been said many times over - it takes a Leader to identify a Leader - Recruiters also need to have Critical Competencies to distinguish themselves as Talent Gatekeepers - after all they are the one's responsible for bringing talent into the organization.
And please feel free to use these resources for training interviewers and recruiters. I certainly use them for my public and in-house workshops.
Best regards,
Sumeet
09998822978