Case-based interviews; Don´t miss the potential
What is your biggest concern as a manager when you hire?
Will your candidate fit in the team? Are they too qualified to stay long enough in the position? Do they have potential to grow? Is the motivation for the job strong enough? You probably can add a lot of tough and relevant concerns to the list.
Luckily, it doesn’t need to be complicated to assess how a candidate outperforms or proves your concerns in the recruitment phase.
With a little effort during preparation, you can build a business relevant case that will show the potential of the candidate matched exactly to the future challenges she will meet in the job.
The case-based interview has well known benefits to offer, so just in brief:
The presentation of a case solution shows you the communication style.
The approach to the problem indicates ability to structure.
The reflections on the topic give you an idea of what complexity level the candidate operates at.
How the candidates argues for their choices indicates their influencing capabilities.
Best of all, case-based interviewing is a fair way to evaluate a candidate’s professional and interpersonal skills.
You probably use an interview, a personality profile and reference check as basic elements in your recruitment approach. By adding case-based interviews you can extend your toolbox and gain even more insights.
By combining case-based interviews with a personality profile and reference check, you get a concrete possibility to address specific issues, based on your experience during the case presentation.
Example; You experience a spot-on solution to the challenge in the case, however the presentation is weak. You consult the aspects in the personality profile, and find that communication skills would need to be worked on and get an indication of how improvement could be achieved.
There are many more overlooked benefits to the case-based interview:
Retention, a case-based interview brings you closer to a double alignment of expectations. From the candidate’s perspective, you give them a chance to meet a specific and relevant challenge related to the job. You give them a realistic picture of what to expect and align her expectations and capabilities.
Onboarding, you have already introduced your future employee to one of the challenges your team is dealing with. From day one they will be able to participate in professional discussions on the topic giving them an experience of accomplishment and being part of the team.
Branding, giving an honest and fair feedback to candidates who did not get the job, is an underestimated branding value. With your reflections from the case-based interview, you can provide very specific and professional feedback to rejected candidates.
Good news is that case-based interviewing is not complicated.
Try to think of your most urgent challenge in your team, or a typical dilemma your team is dealing with. Then put it into a case structure and you got it!
Want to step up with case based interviews?
Call us and we will take you through building a perfect case for your next recruitment or sign up for interview training.