HR traditionalists are probably wondering how anyone could gather enough information in a short burst of interaction to make a decision as complicated as whom to hire.After all, there are so many parameters to consider.
It is the act of taking an activity and breaking it down into micro segments, which then get coded and analyzed for trends.
For instance, when you are driving, your mind captures input from a variety of sources including your car’s instrument cluster, the rear- and side-view mirrors, your peripheral vision, the sounds around you, and of course, your view out the windshield.
Your mind then analyzes to help you make a decision about your next course of action.
The basic process of interviewing candidates for open positions hasn’t changed very much in the last century, despite radical changes in how people socialize and interact both in and out of the workplace.
Traditional interviews continue even though no one enjoys them!
There is little argument that traditional interviews are time-consuming for all parties involved, often repetitive, and highly subjective.
If you include the time it takes to write up notes and to debrief the interview team with time actually spent interviewing candidates and multiply that by the number of candidates considered, you would quickly realize what a serious “time drain” interviews are on corporate resources.
Fortunately, recruiters looking to embrace a radical new approach and save countless hours of needless work (not to mention misery and frustration) can follow the lead of singles looking for love.
“Speed interviewing” and the concepts supporting it come directly from the social phenomena known as “speed dating.” Supported by lots of cognitive research that suggests initial intuition is as accurate as or more accurate than prolonged assessment, a few leading-edge organizations are hopping on board and testing speed interviewing as a possible solution to end the giant disconnect between society today and the HR systems of yesterday.
Brave corporate pioneers include such firms as IBM, Abbott Labs, PNC Financial, Travelodge, Texas Instruments, the Salt River Project, and RBC.
The companies use this process for experienced candidates and for college hires.