INC. magazine writer Stephanie Clifford's article "The new science of hiring and interviewing" cleverly names three different steps that must be taken by all employers when they go through the process of hiring. These three steps are deemed "scientific" because they are research-based and backed up by measurement tools that could help evidence the potential value of a potential employee.
Step one is titled by Clifford:
In which the bored interviewer turns intrepid interrogator
What Clifford is referring to is behavioral interviewing. The process of behavioral interviewing consists on asking the interviewee how he or she would act in a specific work-related scenario, or what tasks does the interviewee will do in a specific work-related scenario. A small group of employees conduct the interview along with the employer, and this way the actual skills of the individual that is being interviewed are clearly asked about. The rationale behind this is that knowing what the interviewee has already done in the past is a much better indicator of how his or her performance will be if hired.
The second step is titled:
In which the candidate relives college-entrance tests
This step is based on giving potential employees an employment inventory which can be completed online. These inventories are made to test the skills, aptitudes and also the overall working attitude of personnel in every field. These tests are created by psychologists and aim to provide a profile of the employee that can actually be compared and contrasted with that of other potential employees. The scores of these tests, added to effective behavioral interviewing, should help to obtain a good idea of what the potential employee is capable of adding to the organization.
The third step is
In which the process starts to imitate finding World War II spies
Here what the Clifford is referring to is work samples. Work samples are like a drill where the person who is interested in a specific position is put on the role and asked to perform as he or she would if they were already hired. The comparison with World War II is that similar simulation tests were given by the Office of Strategic Service in 1943. Hence, the third step is to have the potential employee mimic how they would do the job, and what specific skills would be put into place.