Welcome to Manager Tools. This is Sarah and this is Kate. Today's cast, The Hidden Purpose of

Interviewing External Validation, Part 1 of 2. The questions this cast answers are, what is the purpose of

effective interviews? Why should everyone go through the same interviewing process? And how can I

increase new hires effectiveness through the interviewing process?

If you want answers to these questions and more, keep listening.

Pardon my interruption, but we now host an effective executive workshop designed to help your

organization build a strategic plan. Send us a note to customer service at manager dash tools.com if you'd like to learn more.

Now, on to the show.

So interviewing, hiring, some of our favorite topics, but when we talk about interviewing,

most people understand that the primary purpose of interviewing

is selecting the right candidate. And interviewing is the best process we know to do that,

especially behavioral interviewing. It doesn't, though, always seem that people understand

that that's not all that interviews do. Yeah.

Interviews are also supposed to confer upon hired candidates the trust of the organization.

A process trusted by many people in the organization or the organization as a whole even would be great. But a

process trusted by all, let's say, will lead to faster effectiveness for newly hired candidates.

And it should be a fair, known, challenging, and respectful process in order to do this.

Absolutely. So we're going to cover several, several things in today's. What's probably a longer than normal cast? We're going to start by

talking about the fact that your interview process must be your interview process. Then,

the interview process must confer organizational trust on new hires, the process must be fair,

must be known, must be challenging, and must be conducted with respect.

So first, let's start with the fact that your interview process must be your interview process.

...