Nine Steps to Making Your Interviewing System World-Class

© Development Dimensions International, Inc., MMXV. All rights reserved.
Nine Steps to Making
Your Interviewing
System World-Class

This guidebook will:
• Answer the question: Why should
you consider changing your
interviewing system?
• Identify the 9 steps to follow in order
to make your interview system
world-class.
2

Interviews are the most commonly
used tool in the majority of hiring
and promotion decisions.
Does your organization's
approach to interviewing need
to change?
3

Research tells us…
87% of all interviewers are
confident they make high quality
hiring decisions–they don’t
perceive a need to change.
DDI (2009): Are You Failing the Interview
4

BUT…
46% of all new hires fail,
and only 20% achieve
unequivocal success.
Leadership IQ (2012): The three-year study compiled results after studying 5,247 hiring managers from 312 public, private, business and
healthcare organizations. Collectively, these managers hired more than 20,000 employees during the study period.
5

AND…
The #1 reason for failures is
an overreliance on hiring
manager evaluations of talent
in the interview process.
DDI (2012): Global Selection Forecast
6

THEREFORE…
If talent matters to your
organization, you MUST CHANGE
your interviewing system into a
critical business process that
ultimately becomes a strategic
advantage.
7

BUT, KEEP IN MIND…
Making your interviewing
system a critical business
process represents a dramatic
change initiative for most
organizations.
8

of all change
initiatives fail.
70%And…
Ken Blanchard (2010): Mastering the Art of Change
9

So, how do you
successfully change your
interviewing system to be
world class?
10

…follow these 9 steps
11

#1
Identify a program manager
to manage the change
© Development Dimensions International, Inc., MMXV. All rights reserved.12

#1
The program manager:
• Designs the interviewing system–including your training approach,
training content, delivery options, interview content, and number
and length of interviews
• Creates a communication strategy that defines the key
stakeholders, the information they need to know, how the
information will be shared, and the timing
• Manages the interviewing system implementation plan
• Delivers engaging/fun, cost efficient and effective training
• Defines business process metrics to track the system’s impact
• Advocates for the system throughout the organization
13

#2
*Success Profiles is a term used to describe the competencies, personal attributes, knowledge, and
experience required for an individual to effectively perform a job or role. Contact DDI to learn how you
can define Success Profiles for critical jobs or roles in your organization.
Clearly define Success
Profiles* for your most
critical jobs or roles

#2
15
Focus your behavioral interview
questions on the Success Profiles
for targeted jobs/roles.
“Organizations that support their selection processes with
thoroughly defined success profiles are more than twice as likely
to outperform their competition on quality of hire AND key
bottom-line business metrics than those that don’t.”
DDI (2012): Global Selection Forecast

#3
16 © Development Dimensions International, Inc., MMXV. All rights reserved.
Apply a consistent
process to all interviews
for all candidates

#3
Research tells us a best practice
interviewing process includes:
• Reviewing candidate materials prior to the interview
• Using a structured behavioral approach to open,
conduct and close the interview
• Evaluating the data using consistently applied
guidelines
• Conducting a data integration discussion with other
interviewers to review data and make decisions
• On-boarding new hires
17

#4
18 © Development Dimensions International, Inc., MMXIII. All rights reserved.
Make the use of data
integration a priority in
your interviewing process

#4
19
What is data integration?
A meeting of all the interviewers for a candidate to discuss the behavioral
information gathered across interviews to reach a consensus on
interviewing ratings and the final hiring decision. It can be done in-person
or remotely. The important point is that it is done.
Why is it important?
• Dramatically improves quality/accuracy of hiring decisions*
• Allows hiring managers to better identify candidates who will be a
cultural fit for the organization**
• Reinforces best practice interviewing skills & processes***
*DDI: Selection Forecast): 2012; ** Brookdale Senior Living Solutions: Better Interviews to Make Better Hires; *** DDI: A Four Step Learning Journey
to Exceptional Interviewing

#5
Leverage the research—the
roadmap to train interviewers to
conduct high quality behavioral
interviews is very clear

#5
21
What does 40 years of research tell us?
• Behavioral interviews not only produce the best validity, but also the best
candidate experience.
• Sharing data with other interviewers in a structured data integration session will
improve the accuracy of your interviews by 2-3x.
• Interview quality is not about the questions – it is about the skill of the interviewer.
• Interviewers lacking interviewer training will fail, and so will their hires.
• Training that is not fun and engaging will fail.
• Practice makes perfect. Training without skill practice will be ineffective.
• Interviewers must be calibrated on how to evaluate data.
• Training how to interview for job/organization fit (culture or values fit) significantly
impacts the quality of new hires.
• Training focused on the candidate experience positively impacts your employment
brand, referrals of other qualified candidates, and engagement in new hires.

#6
Customize your interviewing
system to your organization and
its unique needs

#6
Make your interviewing system
unique by customizing your:
• Talent acquisition/promotion process–
communicate the process during training
• Interview guides, including Success Profiles and
the related questions to your organization and/or
targeted roles for which they are being used
• Skill practice training tailored to your organization
and/or targeted roles
23

#7
24
Utilize multiple training
modalities to meet the
different needs of learners

#7
25
Tailor training to participant needs in
order to develop knowledge AND
skills by using multiple training
modalities:
Classroom | Web | Virtual | Mobile
Social | Automated Simulations

#8
26
Treat interviewer skill
development as a journey
rather than an event

#8
27
The interviewer learning journey
should include:
• Formal training
• Skills application (in actual interviews)
• Peer/manager feedback on use of skills during data
integration discussions
• Skills refreshment post training

#9
28
Measure the impact of your
change initiative

#9
29
Measure results to sustain the
program and determine impact by:
• Determining the most efficient and accurate way to
gather program impact data
• Focusing on the most common new hire metrics
(quality of hire, time to productivity, turnover and
customer satisfaction)
• Measuring what matters most to your key stakeholders

LET’S RECAP
30

Make your interviewing process
world class by:
1. Identifying a program manager to manage the change
2. Clearly defining Success Profiles as the foundation for your
interviews.
3. Applying a consistent approach to all interviews for all candidates
4. Making the use of data integration a priority in your process
5. Leveraging interviewing research when designing and
implementing your interviewing system
6. Building a system that is unique and meets your organization’s
specific needs
7. Utilizing multiple training modalities
8. Treating interviewing skill development as a journey not an event
9. Measuring the impact of your change initiative
31

Organizations that have taken this
approach have realized:
• Hiring managers who are 5 times better at
identifying the right talent (New York Presbyterian)
• A 42% reduction in turnover
(Review of 28 separate studies involving Targeted Selection®*)
• A 34% increase in customer satisfaction
ratings (Delivering Top Talent through Targeted Selection® Interviewing)
• A 381% ROI in the Targeted Selection
system (A review of seven separate studies involving Targeted Selection®)
32
*Targeted Selection is DDI’s industry leading behavioral interviewing system.

Let DDI help you implement a
world class behavioral
interviewing system
• DDI’s Targeted Selection® Interviewing system
has been the industry gold standard for
behavioral interviewing for over 40 years
• Over 11 million interviewers and counting
have been trained in Targeted Selection®
…make the change and join the group
33

See Success In Action

TO LEARN MORE:
Contact your DDI representative,
call 1-800-933-4463 , or visit
www.ddiworld.com/targetedselection

Nine Steps to Making Your Interviewing System World-Class

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Nine Steps to Making Your Interviewing System World-Class