NCET Biz Tips: GUIDED STORYTELLING: Better Hires from Day 1
by Bill Bryan, The Bryan Group
Bill Bryan
We’ve all experienced “buyer’s remorse” – that sense of regret after making a wrong purchase. Unfortunately, “hiring remorse” is even more common – the recognition you’ve brought on board someone who can’t do the job. When discussing a non-performer, I’ll bet more than once you or one of your colleagues has said, “How the heck did we not see that when we hired him?” We’ll talk about the best solution to this problem in a moment, but first, let’s review the many consequences of a bad hire, which include:
• Loss of productivity
• Loss of customers
• Conflict with other employees
• Disruption and deterioration of climate
• Loss of good employees
• The amount of time required to deal with the non-performer
• The real and substantial cost of replacing a non-performer
My guess is that you probably could add a few more negatives to this list. However, the good news is you can significantly reduce the number of bad hires at any level by employing the Guided Storytelling Interview (GSI) to screen candidates. Combine this technique with detailed and measurable job-related success factors, i.e., role proficiencies, competencies, and leadership styles, and you are well on your way to making a better hire every time!
Before describing the GSI technique and its unique features, let’s consider the two most typical types of interviews, i.e., traditional and behavioral. Traditional interviewing uses questions such as:
• What are your strengths?
• What are your limitations?
• Why do you think you are a good fit for this job?
• How would others describe you?
• What is your ideal job?
• What is your passion?
• What are the biggest challenges you’ve faced?
• What would you do if faced with …?
My guess is you’ve probably got a couple favorites you could add to this list. The problem with these questions is that research shows they have little if any predictive validity when it comes to a candidate’s ability to actually demonstrate the capabilities you need when on the job. In other words, the traditional interview is a waste of time. Behavioral Interviewing, which has become very popular, while somewhat better, still leaves a lot to be desired. This technique relies on responses to pre-set scenarios such as, “Please provide me with an example of a time when you had to discipline an employee.” The problem is that the probing is not deep enough, and responses can be prepared (many examples of how to do this on Google). Also, you will often miss what a candidate’s real talents are.
The only technique that has high predictive validity is the GSI. This technique is based on the fact that past behavior is the only reliable predictor of future behavior. With that in mind, having a candidate recall in high detail actual job-related positive and negative events, selected by them, is the only technique worth the effort. The questions employed are non-leading, very simple, and designed to reveal in detail a candidate’s thoughts, feelings, and behavior which can be scored for the talents you are seeking. The probes include: What did you say? What did you hear? What did you see? What did you think? What did you feel? and, What did you do? Bottom line – if you wish to put “hiring remorse” in your rear view mirror, GSI is the answer!
Learn more about how guided storytelling can improve your hiring process at NCET’s virtual Biz Cafe on November 4, 2020. NCET is a member-supported nonprofit organization that produces educational and networking events to help people explore business and technology. More info at www.NCETcafe.org
Bill Bryan is CEO of The Bryan Group (https://tbgleaders.com/): world-class leader and organization development services