Phase 5: LBA Interview Approach

66% of hiring managers come to regret their interview-based hiring decisions.

(Source: DDI)

The problem with nearly all interviews is that they are purely question and answer based.  They focus on past performance, and what candidates have done (or claim they have done) rather than what they can do. Behavioural interviews, for example, look at how candidates have reacted to a situation in the past in order to predict future behaviour. What these interviews don’t do is give the candidate an opportunity to prove that they can do the specific job on offer today right there and then – but they should!

Find out if they can walk the talk

The LBA Hiring System provides a framework for designing an Interview that enables the candidate  to tackle real problems that they will be responsible for should they secure the role. The interviewer is encouraged to use the meeting as a working session with a colleague, rather than treat it as an interview. Other team members and colleagues may be invited to join the working session to assess how they interact.

When talking the walk isn’t enough

Candidates are well trained these days on how to ‘win’ jobs at interview, there is a whole industry dedicated to helping them do this. With the LBA interview approach, there are no clever and perfect answers to questions – doing the job leaves nowhere to hide. The expert, high performing candidates don’t look for hiding places, they can’t wait to show you what they can do!