Emma chatted with Consulting Psychologist Heizy Serrels about the three top tips for recruitment interviewing.

Hiring the right people for your business is so important, and here's some things you can do to hire like a pro.

Do you remember psych 101 and learning about primacy and recency bias? We tend to remember the first and last person we spoke to and blur the in-between. Keep notes on each candidate so you can properly reflect on each.

I like to conduct interviews with another person so that together we can reflect on who we've spoken to, and remind one other of each candidate's strengths and challenge areas.

Suppress the instinct to make a hire straight away! Come back to your notes so you don't overlook a strong candidate that falls outside of cognitive bias.

Also - don’t forget comparison bias. You might estimate a candidate to be of a higher quality if the person interviewed before them was of poor standard. Going back to those helpful notes will ensure your decision making is reflective not reactive.

Beware the interview star!

You know that person who is charming, has all the right answers, basically nails the interview process – but when it comes to the crunch, falls flat in the role?

We all like to be heard, so if you're doing too much talking in the interview chances are you're going to feel good about the candidate who patiently listened to you for an hour.

Avoid being dazzled by completing proper reference checking. Gather data and evidence to back up your decision.

Watch the language being used by a candidate – are they speaking theoretically or from experience? You want to know they can do what they should be doing, not just talk about it.

Finally, when you're tired, you're not at your best! Don't fall into the trap of shoehorning your interviews into "downtime” like lunch breaks or after closing time.

When we're tired we're more immediately critical, and more prone to cognitive bias.

You need to make time for interviewing at a time you're at your sharpest, and have an open mind.

So next time you're hiring – be aware of bias, beware the interview star, and beware of your own exhaustion! You're going to need to make considered decisions, not reactive ones.

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emma-spencer-bio

Emma Spencer

Emma is a Clinical Psychologist who has a special interest in the assessment and treatment of children, adolescents and families and peri-natal care.  Her background has been varied and included employment within hospital and community settings, both public and private.

Emma also worked for a number of years in consulting, as a trainer, project manager, neuropsychological assessor and also provided employment selection and transition services.