You’re interviewing for a job? Fantastic.
And the company will interview you with the CIDS, or Chronological In-Depth Structured, interview method?
Even better!What is CIDS? CIDS or Chronological In-Depth Structured interview is a systematic interview method. The goal of a CIDS Interview is a systematic, structured, review of the candidate’s behavior and decision-making patterns throughout their education and business career.
A company that uses the CIDS interview as part of its hiring process has committed to hire only A-players. The CIDS interview targets and confirms A-Players...quickly. And with a high percentage of success.
CIDS, Chronological In-Depth Structured interview identifies patterns of behavior, patterns of decision-making and learning, how and where have you grown as an individual and a professional, and your tendencies in continuing your growth and good decision-making for the future.
The CIDS interview will allow you to show your consistent history of decision-making expertise, how you have learned and grown, your track-record of growing success and even how you have successfully handled setbacks or quirky bosses.
A company that uses CIDS takes its hiring process seriously. The smart companies do. The smart companies recognize it is not an interruption in their day, but an opportunity to upgrade their possibilities by attracting and confirming the best person for the immediate and long-term needs.
Why does this matter to you? Or:
- What’s in it for you?
- Why should you care?
- Why should you believe?
You will have an in-depth chance to showcase your complete set of assets, skills, talents, passions. You will endure no trick questions, no bored and distracted interviewer, no monologue about how great this company is, minimal interviewer blind spots and bias ( even with CIDS...), less risk of political hiring decisions.
The members of this company are likely all A-players, or they soon will be A-players. You will be joining the A-team. What better place to not only showcase you abilities but to also be challenged and learn and grow personally and professionally?
The company is committed, openly, to hiring the best and keeping the best. That means a greater probability exists for you to contribute, be recognized for your accomplishments and learn and grow.
That implies the company sees you as a potential A-Player.
A company that hires and retains A-players wants to interview you. They see you as a resource whose patterns of decision-making throughout your career will add value to the A-Players already present.
It was created as a tactic and resource for companies who seek to TopGrade their talent. The creator of CIDS is Brad Smart* of Topgrading. He discusses the interview, the questions, the philosophy and more in The Smart Interviewer: Tools and Techniques for Hiring the Best. He is also the author of TopGrading: How Leading Companies Win by Hiring, Coaching and Keeping the Best. His Topgrading programs are used by thousands of companies including many of the Fortune 500.
I have used the CIDS interview approach in filling 4 positions. The results were 3 great hires and 1 bad hire avoided.
I included it as a key part of my ebook: The Collaborative Hiring Process.
If you want to know more ways to engage with your employees, my book RECOGNIZE THEM: 52 Ways to Recognize Your Employees in Ways They Value offers 52 ways to recognize your employees, easy exercises to reinforce those habits and skills and inspirational quotes to keep you going.