There are many ways to conduct an employee job interview. I have seen most of them at some point. I am even a little bit embarrassed to say that during my early days as a manager, I was guilty of conducting some pretty shoddy interviews that left me with some pretty questionable employees.
Once I started in security management, I was not oblivious to the usefulness of a stress interview. We would conduct them with cases of employee dishonesty. It went a little something like this:
There were two of us in a small room that we would turn the heat up a bit in. Yes, we knew to wear lighter clothes that day, to avoid the heat. One of us would stuff some folders with blank papers and grab some blank VCR tapes to “pad” our case files. While one of sat behind the desk, the other would pace the room, both rapidly firing out questions as we saw fit.
The result was a very quick confession, as our employee was not able to get his bearings straight. Unfortunately I know that some executives would use this same approach for job interviews, expecting a more “real” look at the candidate.
Times have progressed and with the availability of background checks, why go to this sort of trouble to hire a new employee. I saw first hand how these new hires started their jobs filled with animosity and would quickly move on to something else.
Had we simply stuck with running a background check, we may have retained those, and even better qualified candidates longer.
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