“Tell me about a time when accuracy was very important. How did you make sure you balanced to the penny? -That’s the question,” I recited. “When you ask that question in an interview, what will you find out related to values?”
Sara was thoughtful. “First, I would learn how the candidate decides that accuracy is important. Accuracy is a nice thing to say, but it’s not an absolute on every project. I could ask – What was it, about that project, that tipped you off, that accuracy was important?”
“And what else would you learn in their response?”
“I could have the person step me through their methods that ensure accuracy. If it’s an inventory count, or a price estimate, their response would tell me what they did, to make sure the numbers were right.”
“How would you make sure they aren’t giving you some memorized textbook answer?” I prodded.
“Because I would ask them for real examples,” Sara insisted. “And more than one. They may have one story cooked up, but when I press for a second and third example, the truth always comes out.”
Behavioral interviewing is not bullet proof- gaps could continue to exist between what one says and what they actually do. You can add an exercise as part of the interview that requires attention to detail.
This is a great topic. A lot of time and money has been wasted on poor hires, not to mention the aggravation it causes. I like the idea of multiple tailored scenarios to run the prospect through. I’ve fooled by some very polished interviewees, but this angle would help.