The work history review reveals how well the candidate made major career decisions. Approach the interview this way to choose matching talent.
- More can be learned about a candidate…in a 20 to 30 minute work history review…than at any other time in an interview.…Here are the big things you can learn.…Is the person a good fit for your job?…Does the person fit with your culture?…Is the person at top third of his or her peer group?…Collectively this will tell you…if you're interviewing a strong candidate or a weak one.…Given this insight, here's how to conduct…a work history review.…Start by going through the person's background…in chronological order,…starting with the most recent position.…For each job within a company,…get the title, the role they played on the teams…and the types of projects the person worked on.…
I look for comparable results to determine job fit.…You can get a quick sense of this…by comparing the person's scope of responsibility…and the impact they made.…Then ask about the culture…and get into the manager's leadership style.…Focus on how this impacted the candidate's job performance.…This information will help you determine…if the person can work in different cultures…
- Describe the “raising the talent bar” strategy for hiring the right people.
- Identify who is in the talent market.
- Summarize ways to eliminate barriers to entry.
- Explain how to create a candidate experience.
- Recall how to conduct the work history review.
- Identify the thinking and planning skills needed to find the right candidate.
- Explain how to accurately assess a candidate.