Is it decided to be hired by one of the officers?-What is "structured interview" to prevent black boxes for recruitment interviews?

In this series "Former Google's Human Resources-The Secrets of" New Graduate Recruitment "which can be practiced by any company," the author who was in charge of recruiting new graduates in Google, but how to do it in the company in each recruitment process.We will introduce specific proposals whether to acquire and nurture the existence of "talent".

What is more important than "Identification of Students" in the interview

Last time, we focused on "interviews" in recruitment of new graduates, and introduced the secrets of interviews to increase their aspirations.

In the interview space, the interviewer focuses on "identifying students", and the most important positive expression of "telling students" tends to be neglected.It strives to understand the person's person's person than the student himself, imagines the future image of the company, and gives a frank feedback on what is needed.Interviews full of expectations are increased by students' desire.Last time, I explained what to focus on for that, based on the flow before and after the interview.

In this way, attractive candidates are called "Atlacts", but "assessments", which are, of course, to determine candidates, are also important in interviews.Last time, we have summarized the know -how of Atlacts in the interview, so from the perspective of assessments this time, the "structured interview", which has been increasingly talked about in various situations these days, based on practice experience in Google.I would like to introduce how to design.

Interviewer's evaluation is broken, hired in one of the presidents ... there is a site

First of all, what is the case where you feel in trouble in the interview?

For example, I think that the most troublesome case that comes to mind is "when the interviewer is greatly broken."Interviewer A gave a certain student, while he evaluated "◎", but another interviewer B was evaluated as "x".It is often the case that the point of focusing and emphasis on the point of focusing on the same company in the same company, but after all, the debate about whether this student is adopted or not seems to be quite hot.

I think each of the two interviewers has the basis for the evaluation, but what is needed is a common solution for the company.It is difficult to completely prevent the evaluation shifted, but if you have a common evaluation criteria, it is possible to interact with each other.

If the interviewers are recruiting based on the assessment criteria here, it will not be guaranteed whether they are "needed as a company".

We often hear that the evaluation is determined by the existence of a limited number of people, such as the president and the Human Resources Manager.The leaders may think, but in this case, only personal opinions are reflected, and they are biased to intuitive evaluation.It will be difficult to obtain more objective evaluations.For example, if the leaders have the definition of a "appropriate candidate", it is important to invent it firmly to all the people involved in recruitment.

"Structured interview" to prevent the black box of interviews

And as in both cases above, interview time tends to be a black box.What kind of questions the interviewer asks, the candidate's answer changes drastically, so there are many cases where the method of determining itself is different.

In other words, "The image to be adopted is not clearly defined in the first place" "Even if it is defined, it remains in some people and has not spread to all interviewers."In addition, the accuracy of the interview is easily reduced due to the fact that the method of identifying the person during the interview is becoming a person.

So how do you make the "identification" in the interview work well?That's why the theme of this time, "Structured Interview".To briefly explain the structured interview, it is a method of "setting the evaluation criteria and questions in advance, and the interview is eliminated by interviewing according to the procedure."This technique is very effective for the tasks that are now listed, and is incorporated in Google, which I was enrolled in, as well as various advanced companies.

However, it is not a completely new technique, and it was a framework that was originally used in interviews in clinical psychology and other research research.According to an academic study, if the interview results are affected by the environment at that time, the way of asking questions, and the compatibility with the interviewer, it will not make the right data and it will not make sense.It is ideal for corporate recruitment interviews, as well as the evaluation only for the performance of the candidate.So this framework is being used effectively.

The combination of "structured interview + attractive" is important

In the next series, we will introduce the specific operation method of the "structured interview" in detail, but there is something I would like to tell you as a premise.It is about how far it is possible in a structured interview.If you refuse in advance, the structured interview is not versatile.

Structured interviews are a method specializing in "accurate identification", and it is important to design "attractive" in combination with other approaches.In a structured interview with a specified question and evaluation criteria, most of the interview time is spent on "identifying" in some fixed procedures.

Therefore, it is difficult to spend time freely, for example, so it is a good idea to complement measures to improve your aspirations, such as the recruiter system.

However, it does not mean that the desire cannot be improved in a structured interview.For example, it is attractive depending on the operation depending on the operation, such as trying to resolve anxiety with casual conversations before the interview starts, or to flexibly interweave the conversations of each conversation of each of the interviewers at the discretion of the interviewer.It is also possible.I hope you can understand that the strength of the structured interview itself is in "identification".

Three effects of "structured interview"

Then, we will return to the main subject and first talk about the "structured interview effect".What will change when a structured interview is introduced?

To refer to the structured interview, "structured interviews can be accurately interviewed based on candidates only by defining what kind of human resources they want to hire and standardizing their evaluation criteria and questions.It is a method.Here are three effects that can be improved by introducing this structured interview.

Effect 1: Improved target accuracy

The first is the improvement of the target accuracy.In structured interviews, you first need a "evaluation criterion" based on a clear "person to be adopted".In order to proceed with this task, it is necessary to define the recruiter image, decompose elements into human resources requirements, and further drop to the evaluation criteria items.

And the management strategy behind the "person image to be hired" is.If you don't have the logic that "this kind of human resources is needed to achieve ◯◯ later," you will not be able to set an appropriate recruitment target.Therefore, when preparing a structured interview, it is ideal that the recruitment target based on the management strategy is clarified.

Effect 2: Improved accuracy

The second is that the accuracy of the identification is enhanced by clearly sharing the questions and evaluation criteria in the company to all the people in the company.

If the evaluation criteria are ambiguous, of course, the evaluation of students will rely on the subjectivity of each interviewer.Even if the evaluation items such as "emphasis" and "leadership" are determined, it is meaningless if it understands the meaning of it.It is important to arrange up to the definition.

In that regard, in the structured interview, the definition of each evaluation item is clear, and questions to confirm it are also determined in advance.This is to prevent the evaluation from blurring depending on the content and way of question.Furthermore, since the evaluation criteria for each evaluation item are prepared, it is an objective and fair evaluation simply by applying the answer of the candidate.

For example, for the evaluation items called "coordination", in the structural interview, "questions for evaluation" and "evaluation criteria for analyzing the answers" are prepared by stage.

"When you belong to a team with a low morale, what steps do you want to be motivated and achieve results?" × (failed): “I can't respond to the opposition opinions without hearing the opinions of the surroundings and the other person” (pass): “Based on the surrounding opinions, I can move things forward to common goals.◎ (highly evaluated): "You can contribute to the sharing of positive knowledge and create a team that makes use of each other's strengths, and inspires the whole team for common goals."

By making such preparations, applying the answer to the question to the evaluation criteria will give you a glance at a glance whether it is a passing level, and you can prevent a major gap between interviewers.Also, even if there is a gap, if there is a common evaluation criteria, it will be difficult to reach the agreement because it will be re -evaluated on what grounds it was evaluated.

Effect 3: Improvement of reflection

And finally, "Improve the reflection power".As mentioned above, the questions and evaluation criteria are determined as a set, and if the standardization is operated, the evaluation blurring will be lost, but as described above, by accumulating such accurate "evaluation data", candidates.You will be able to accurately grasp the changes in the quality of the person and the tendency of evaluation.

For example, even in the midst of the selection, if there is a discovery such as "the" coordination "evaluation is lower on average", why is it really?You can also double check individually.In addition, by improving the selection process itself, it is possible to take measures to ensure that the recruitment results are connected, and in other words, we are conscious of improving coordination of the next year's public relations strategy and the training menu after joining the company.It is also possible to adjust the content.

In this way, if you have a reliable evaluation data, you can use the knowledge obtained from the recruitment activities of the year over the years.

Although it has become longer, before introducing the structural interview operation how -to, we talked about the premise and effects that you want to keep in your mind.Next time, I will finally introduce the design method of structured interviews and useful operation on site.

Ikuma Kusafuku (Kusabuka / Ikuma)

RECCOO COO and CHRO Co., Ltd.

Born in Nagano Prefecture in 1988.In 2011, he graduated from the Faculty of Liberal Arts, International University of Japan and joined IBM Japan as a new graduate.Experienced the HR personnel (HRBP) and hiring new graduates in the Human Resources Department.Google JAPAN, which was still smaller than IBM, to learn about the systematic system design and operation, human resources management, and Iroha for recruiting new graduates, and more deeply "adopting an organization".I changed jobs in 2014.Participated in the recruitment planning team and served as the person in charge of the new graduate recruitment program and the Asia -Pacific region of the MBA recruitment program, etc. In addition to the Google personnel system, the company's personnel system has been launched, and the client's advisory and presentation of the personnel system for clients.Implemented.

From May 2020, he has been to COO and CHRO of RECCOO Co., Ltd.The mission is to strengthen Japan through "recruitment to deliver talent to the right place" and "leader development".Currently, as one of the management, we are working on the growth of our business, and provides clients with advisory and consultation on "recruitment and organizational strategies" to achieve the medium -term management plan of companies.