From September, 2009

Online Recruitment At KFC Saves Time And Brings Better Employees

In an article over at HR Magazine David Woods discusses the success KFC has had in rolling out a new online recruiting system. KFC estimates it has saved its managers 16.2 years worth of man-hours since the chain began testing in 100 of its stores in the UK and Ireland. There is a great quote from the head of recruitment Dan Hayward, “By providing online competency tests and helping managers focus on the most promising applicants, the system helps KFC find and hire the cream of the crop.”

Dan really understands the point of behavioral testing and employment screening. By using pre-employment tests KFC has not only saved valuable time, but also made sure they hire the best candidates for their organization.

Conduct A Better Interview – Uncomfortable Questions

Over at the Wall Street Journal, blogger Alina Dizik has written an article on dealing with uncomfortable interview questions. It seems many candidates are surprised by the types of questions and situations that are presented to them during interviews. While candidates might not perceive this a beneficial, it is a good thing for both the interviewer and the candidate.

One of the biggest problems with interviews is that everyone knows what to expect and how they should answer the standard questions. How many times have you asked the question “What is your greatest fault?” only to get a pat answer like “I work too hard.” or “I care too much.”? When candidates prepare for an interview they put on a nice suit and a nice persona to match. This works great for the candidate during the interview, but it makes the interviewer’s job much more difficult.
By the time a candidate comes in for an interview, their skills and experience should already have been evaluated, so really what we are looking for is whether or not they will fit well in our company culture, or in the team they would be working with. Unfortunately, it is very difficult to tell what the candidate is really like underneath that polished alter-ego.
To gain better insight into a candidate we use a two part solution. First we give each candidate an in depth behavioral assessment before they come in for an interview. Our assessment Hire-Intelligence creates a customized behavioral interview guide for each candidate based on their answers. Next we use the interview guide Since the interview guide is created specifically to probe the candidate in targeted areas the questions will definitely take the by surprise. This helps to uncover the real candidate.