Speed dating strategies
If you include the time it takes to write up notes and to debrief the interview team with time actually spent interviewing candidates and multiply that by the number of candidates considered, you would quickly realize what a serious “time drain” interviews are on corporate resources.Fortunately, recruiters looking to embrace a radical new approach and save countless hours of needless work (not to mention misery and frustration) can follow the lead of singles looking for love.You might assume that when trying to find a good dating partner, having a large, varied pool of potential candidates available to you is a good thing, but new research indicates that it is not.
After all, there are so many parameters to consider.
As a psychologist, I have always found the concept of speed dating fascinating.
“Speed interviewing” and the concepts supporting it come directly from the social phenomena known as “speed dating.” Supported by lots of cognitive research that suggests initial intuition is as accurate as or more accurate than prolonged assessment, a few leading-edge organizations are hopping on board and testing speed interviewing as a possible solution to end the giant disconnect between society today and the HR systems of yesterday.
Brave corporate pioneers include such firms as IBM, Abbott Labs, PNC Financial, Travelodge, Texas Instruments, the Salt River Project, and RBC.
The companies use this process for experienced candidates and for college hires.