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You shouldn't be just trusting your gut when hiring, says this Houston expert

Think you’re a great judge of character during interviews? You’re not alone — but you’re probably wrong. Photo via Pexels

If your startup has gotten to the point of being able to hire in new team members – congratulations! Your hard work and innovative ideas have been recognized, and you are now able to bring in others to help achieve your vision. While you may have specific ideas about the types of individuals you want on your team, interviewing candidates is not an easy feat, and deserves the same amount of strategy and organization you have dedicated to other critical company decisions. It can be tempting to rely on gut instinct when interviewing, but the science suggests there is a better way.

Organizations, regardless of company size or tenure, most commonly conduct unstructured interviews — those in which applicants meet with a bundle of organizational stakeholders and are asked a variety of questions deemed valuable for that interviewer. Questions typically cover topics such as interest in the role, experience in the field, specifics about their application, or anything else intended to develop rapport with the candidate. Interviewers may even utilize brainteaser questions intended to put applicants on the spot or try to gauge their ability to think on their feet.

Despite the fact that interviewers often feel they are a great judge of candidates during these interviews, interviewers actually obtain little usable information from them. Unstructured interviews limit the ability to gather specific, competency-based data on each applicant, create difficulty in comparing candidates along the same dimensions, and do not ensure that rating forms, if they exist at all, are being used in the same way among interviewers. The literature supports these limitations, showing that unstructured interviews can lead interviewers to focus on irrelevant information and increase susceptibility to biases, are highly unreliable are poor predictors of job performance, and can actually hurt predictive accuracy compared to not even interviewing at all. And those brainteaser questions? After years of studying their effectiveness, even Google has admitted they are worthless at predicting future job performance.

The alternative then is to adopt a structured interview. Structured interviews have four key characteristics:The first is that all questions are created prior to the interview, and are based upon a thorough job analysis — a rigorous, multi-method competency modeling process to help organizations identify key competencies required for success in the role. These data are used to develop role-specific interview questions and rating forms. Structured interviews also require that all candidates are asked the exact same questions, and in the same order to provide an equitable opportunity for applicants and reduce any primacy, recency, or contrast effects. Finally, structured interviews require that interviewers are trained not only on how to conduct interviews to maximize utility and minimize bias, but that they are also trained to use the competency rating forms in the same way.

As a result of this structure, these types of interviews have a strong evidence-base behind them. They demonstrate higher levels of reliability between raters, are better able to predict later job performance, and minimize opportunities for racial and gender bias to emerge. Importantly, structured interviews are also more efficient. Studies have shown that it would take three to four unstructured interviews to reach the same levels of accuracy as just one structured interview conducted by one interview. In summary, the structure and standardization embedded within structured interviews is important from the validity, reliability, fairness, and practicality perspectives. For all of these reasons, structured interviews meet best practice and legal standards for a high-stakes assessment method.

When building the team for your startup, it is imperative that you can accurately assess all job candidates and their alignment with your company’s goals, vision, and needs. Informal conversations are unlikely to help achieve this aim. Despite how great a judge of character you think you are, the data are clear — structured interviews are the most efficient and effective way to evaluate candidates for your positions.

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Aimee Gardner is the co-founder of SurgWise, a tech-enabled consulting firm for hiring surgeons, and associate dean at Baylor College of Medicine.

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Building Houston

 
 

Calling all Houston innovators — now's your time to shine. Graphic by Naomi Galvez

Update: The deadline for nominations have been extended to midnight on Sunday, October 2.

InnovationMap is back to honor local startups and innovators — and this time, we've upped the ante.

Houston Exponential and InnovationMap have teamed up to combine their annual awards and event efforts to premiere a brand new program. The Houston Innovation Awards Gala on Wednesday, November 9, at The Ion will be a comprehensive event honoring Houston founders, innovators, investors, and more. InnovationMap and HX, which was acquired earlier this year, are in the same network of ownership.

Nominations are open online until midnight October 2, and nominees will have until October 11 to complete an additional application that will be emailed to nominees directly. A group of industry experts and Houston innovation leaders will review those submissions and determine finalists and winners across 11 categories. The categories for this year's awards are:

  • BIPOC-Owned Business honoring an innovative company founded or co-founded by BIPOC representation
  • Female-Owned Business honoring an innovative company founded or co-founded by a woman
  • Hardtech Business honoring an innovative company developing and commercializing a physical technology across life science, energy, space, and beyond
  • B2B Software Business honoring an innovative company developing and programming a digital solution to impact the business sector
  • Green Impact Business honoring an innovative company providing a solution within renewables, climatetech, clean energy, alternative materials, and beyond
  • Smart City Business honoring an innovative company providing a tech solution within transportation, infrastructure, data, and beyond
  • New to Hou honoring an innovative company, accelerator, or investor that has relocated its primary operations to Houston within the past three years
  • DEI Champion honoring an individual who is leading impactful diversity, equity, and inclusion initiatives and progress within Houston and their organization
  • Investor of the Year honoring an individual who is leading venture capital or angel investing
  • Mentor of the Year honoring an individual who dedicates their time and expertise to guide and support to budding entrepreneurs
  • People's Choice: Startup of the Year selected via an interactive voting portal during of the event
Nominees can be submitted to multiple categories.

Additionally, the awards gala will honor an innovator who's made a lasting impact on the Houston innovation community. While you may nominate an individual for the Trailblazer Award via the online form, the judging committee will not require applications or nominations for this category and will be considering potential honorees from the ecosystem at large. If you are interested in sponsorship opportunities, please reach out to cbuckner@houstonexponential.org.

Last year, InnovationMap introduced its awards program and named 28 finalists and honored the nine winners on September 8. Click here to see more from last year's event.

Tickets for the November 9 event are available online. Early bird tickets will be $60 per person and startup founders will be able to attend for $25.

Click here to submit a nomination or see form below.


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