Select which cookies you accept
When you visit this website, it may store or retrieve information on your browser, mostly in the form of cookies. This information might be about you, your preferences or your device and is mostly used to make the website work as you expect it to. The information does not usually directly identify you, but it can give you a more personalized web experience.
Because we respect your right to privacy, you can choose not to allow some types of cookies. Below is a list of different categories of cookies that may be set and that you can freely change. However, blocking some types of cookies may impact your experience of the site and the services we are able to offer.
These cookies are required and must be accepted to use this site.
These cookies collect data about how visitors use this website.
These cookies allow the website to remember choices you make and provide enhanced, more personal features.
These cookies are used to deliver adverts more relevant to you and your interests.
We are superexcited to tell you about our updated recruitment method🥳
In order to make sure that we have the best candidate for our positions, and also from a diversity perspective, we need to look at how we do that the best way. We have tried different ways, and up until now we have succeeded in finding the best employees in the world. But we also want to develop our ways of working. We have now therefor updated our recruitment method with a competence based way of recruiting!
Interviewing with a competence based recruitment method increases the accuracy of our recruitment decisions. When we ask questions according to this method, we get information about how the candidate has acted in previous situations. That is, how the candidate has translated both personality, experiences and knowledge into actual behaviors. This is to find out how the candidate has acted in previous situations in working life, and to focus on predicting future behaviors that are important for the specific position.
Science, that we are really into at Winningtemp, has shown that traditional unstructured interviews has a low validity, meaning that we measure what we want to measure. Unstructured interviews that does not follow any kind of consistency can make it difficult to ensure that we ask the same questions to find the best suited for the position, because how do we know that we ask all of the candidates the same questions if we do not follow a template?
Science has also shown that competence based recruitment method has a higher validity. That means that with this method of recruitment we ask questions based on the requirement profile for the position, and the requirement profile is based on what kind of experience and competencies we are looking for in the position, so therefor we need to start there. With that being said, with this method we are consistent in what we focus on for the particular position throughout the entire recruitment process, from the requirement profile meeting to the reference check.
We will use the same interview template in every recruitment process so that every candidate gets the same questions, but we customize it for the specific role and its requirement profile. The customized interview template focuses on the key competencies for every specific position. This will help us to make decisions based on how well the candidate's competencies actually measures up to what we are looking for in the position that we are hiring for.
So how are the interviews conducted? We start by asking the candidate for a specific situation that the candidate has experienced in their professional life, a situation that can tell us about the competencies that we have chosen in the requirement profile. As an example, we can assume that "Collaborative Skills" is an important competence in your requirement profile:
Can you tell us about a situation where you worked with colleagues to reach a specific goal?
Next, we will find out how the candidate behaved in this situation that we started talking about. Sometimes the candidate tells us voluntarily about what happened and how the candidate behaved, but otherwise we ask, for example, the following follow-up questions:
What did you do? What happened next? What did the others do? How did you handle their reactions? What was your responsibility?
Here it is important that we really understand what happened.
Finally, we will also find out how it went in the given situation to get the best understanding of the result of the situation. For example, we might ask:
How did it go? Did you reach the goal? What caused you not reaching your goal?
During the interview we will of course still ask the candidate about what made them apply for the position at Winningtemp, what skills do they have for the specific position in mind and so on. This is just another step in us being more accurate in our recruitment decisions.
We are so looking forward to see you in our future recruitment processes with this new recruitment method.
Let us forever change how people succeed together!
Winningtemp is an AI-powered, intuitive platform that measures and optimize your employee experience to reduce stress, staff turnover, and increase profitability.
Our goal is to foster work environments conducive to growth, productivity and team collaboration. Winningtemp’s platform enables leaders to understand their employees’ needs, concerns, and motivation levels. Real results follow. After a year of using Winningtemp, our customers record, on average, a 21% increase in job satisfaction amongst their employees. Our vision is to forever change how people succeed together!
Already working at Winningtemp?
Let’s recruit together and find your next colleague.