Auditions Are The New Interview

In today’s competitive job market, it’s more important than ever to make sure you hire the right person for the job. As Roger Harrop discussed during our recent speaker event, the traditional two-interview process often results in bad hires 4 out of 5 times. As Harrop stated in his presentation on how to “Electrify Your Profitability”, it’s time to consider a different approach: holding auditions in recruitment. Auditions provide a unique opportunity to evaluate a candidate’s skills, knowledge, and passion for the job in a more efficient and effective way. Let’s discuss the advantages of job auditions and how to implement them in your hiring process.

While the traditional interview is still used in many hiring situations, it has become increasingly outdated and ineffective. Relying solely on the traditional interview is not always the best way to find the candidate you want and need. Consider the possibility that a candidate could interview well but their job performance might not match.

The traditional interview relies heavily on the interviewer’s judgment of the candidate’s answers and abilities, as well as their personal feelings towards the person. This can lead to biases and subjectivity. Additionally, the time spent in an interview is limited, making it difficult to get a full picture of the candidate.

An Alternative to The Traditional Interview Process

It’s a competitive job market. Employers need to look beyond the traditional interview if they want to find the right candidate for their organization. Studies show that traditional interviews are a poor predictor of job performance. Additionally, many people view the traditional interview process as stressful and lacking in value. This can lead to lower candidate engagement, which can result in a decrease in quality applicants. Consider reevaluating your recruitment strategy and finding new methods to determine if a candidate is a good fit for your company.

An effective alternative to the traditional interview is holding job auditions. They allow you to get a better sense of the candidate’s personality, strengths, weaknesses, and skills by….

An audition is essentially an assessment of a person’s skills in a particular area. It is meant as a simulated trial of the job that gives the interviewer a more comprehensive understanding of the candidate’s specific skill set. The goal of an audition is to determine if a candidate has the skills, qualifications and experience necessary to fulfill the job requirements. Auditions also provide insight into how well a candidate will fit into the company culture and environment. They can include tasks such as skill tests, mock assignments, group exercises, presentations, and other assessments.

In contrast to traditional interviews, auditions allow candidates to demonstrate their abilities rather than simply describe them. This gives employers a better understanding of what a candidate can do and how they will perform in the role. Auditions also enable employers to identify potential weaknesses that they may not be aware of before making a final hiring decision.

A case Roger Harrop made for holding auditions was to “employ only exceptional people (9s and 10s) because those who are exceptional will not stay around if you have too many who are not.” Job auditions can help ensure you are choosing exceptional candidates. If you stick to the traditional two-interview process and it leads to hires who do not perform well, they can bring down the team and you will risk losing your best employees.

Imagine an interviewee with a quick wit and charming personality. They present an impressive portfolio of work and talk confidently about their skills. After being hired, the team realizes that the new recruit struggles with time management, lacks motivation and has trouble meeting deadlines. Impressive job interviews don’t always translate into impressive job performance. Looking beyond just initial impressions and digging deeper into someone’s actual ability to perform on the job can make a difference.

Think about how you want to organize and conduct an audition. Here are some tips to make sure the process is effective and successful.

1. Prepare the right questions

Ask questions that will help you get an idea of the applicant’s abilities and give them the chance to demonstrate their skills.

2. Observe body language

Body language can tell you a lot about the person you are interviewing. Pay attention to their demeanor and posture, as well as their facial expressions and hand gestures.

3. Give them relevant tasks

Giving the candidate a relevant task will show you how they might perform in a job situation. It could be something as simple as asking them to solve a problem or giving them a role-playing scenario to act out.

4. Make it comfortable

When the environment is comfortable and the interviewers are friendly and courteous, it sets up the candidate to perform better.

5. Pay attention to detail

Make sure you take note of the details of their performance and their appearance, as well as any other factors that may be relevant to the job.

6. Be mindful of time

Time management is key when it comes to auditions, so make sure you give each candidate enough time to demonstrate their skills without taking too much of their time.

7. Offer feedback

Providing feedback after an audition is essential because it shows that you have taken the time to evaluate their performance and gives them the opportunity to ask questions and receive guidance.

Consider Job Auditions for Your Hiring Process

As business owners, we are always looking for exceptional employees. We don’t want to hire someone who just interviews well, but someone who can exceed expectations and help our business to further succeed. An audition allows you to assess the candidates’ performance in real time and to identify any potential red flags. It can also be beneficial for the applicant because it allows them to showcase their skills and get a feel for your business. Holding auditions just may be the key to successful hires.

Best regards, 

Jamie Ramerini