I have never hired based off of interview scoring. I have taken it into account, but it has never been the sole purpose of hiring someone.
To be honest, one of the best employees I ever had was hired even though she scored the lowest out of all the candidates. She has been climbing to the top ever since!
Why did I hire her? Because she was the missing personality from my team. How did I know this? Through a coffee chat!
After the interview stage I sat her down and talked to her, woman to woman. I wanted to see how genuine she was outside of the interview pressure, how she formed relationships without the scoreboard in mind, where she would sit within my team and how well she would integrate within the culture.
These are answers you will not find in a competency based interview. Not a lot of people can be 100% their real selves in an interview, because you have the pressures of the score card, saying the right thing and acting the right way. Most of the time the high scorers just know the right things to say and the right way to behave. When you merge them with your team though, they are not always the right fit.
My advice to anyone trying to hire the right person, is to consider the personality during the interview stage as much as the answers given. Consider what personality is missing in your team and whether you feel they are the missing link. Follow up by inviting them for an informal coffee chat and make a full assessment off the back of this.
The right person will always trump the right answer.
Written by Sahar Habib
Founder of Coach Wilson