During our recent Leaders Ought to Know webinar we briefly talked about team interviewing. We didn’t have time to explore the concept in depth; perhaps we can do so in a future webinar. But let’s consider why team interviewing can be such a useful technique.
There are three major approaches to interviewing potential candidates:
- The supervisor alone does the interviews.
- A group of people do the interviews individually.
- A team does the interviews.
Only the third approach is truly team-based. Why does this approach result in better hires?
What’s an Interviewing Rubric?
In our recent webinar on employee interviewing and selection I used a fancy word: rubric. Sometimes fancy words just serve to confuse, but that isn’t the case here. Rubrics can be extremely useful in the hiring process. If you’re not familiar with using rubrics, read on.
The word rubric comes from the Latin word for “red ocher,” the color of red pigment used to highlight headings in medieval manuscripts. That sense of the “red heading” evolved into a sense of the categories which those red headings described. In the 1970s, academics further evolved the word rubric to include a way to measure or rate different categories of things that were important. Thus the rubric became a tool for assessing a variety of categories, like the different elements that might be important when interviewing a job applicant.