April 30, 2020
A few points to remember when you interview your candidate as a potential employee.
When you interview candidates, there are so many factors that affect why they should be selected.
The way you conduct the interview has a great impact on candidates, and that's the moment when they decide whether to stick back or walk away.
It's very important to interview right in order to get the top notch candidates where you do not have to spend on their training later. Also, it's very tiring for the candidates to hash out the details of their resume over and over, neither will it benefit you.
Create a good impression and convince the candidates that your company is a place they'd like to spend their time. Train your interviews in such a way that you know what and when to ask the strategic questions.
Since the candidate has made an effort to invest his/her time to come and attend the interview, it's your duty to owe them an honest answer and let them know whether they are in or not. Never have the mindset of pursuing candidates who more closely align with your needs. Give them a solid response. Let them know if they lack experience in a particular area, which is essential for your job. Tell them to be in touch if you ever consider taking them in the future.
If they are not fit for the job, then let them down gently, also in a way that does not lead them on. This will help them to know where they are lacking. If you do not have any plans to consider them in the future, then don't string them along.
There are many ways to get a good idea whether the candidate is good for your company or not.
Here are some tips:
1.HAVE A PHONE INTERVIEW AS A PRE-SCREEN
In order to go through some of the deal breakers - both for you and the candidate - have a brief phone interview before inviting anyone in for an interview. This way, if either of you aren't interested, you can choose not to go ahead with this person. Talk about, responsibilities, salary, culture, skills, work history and so on. Once that's out of the way, you'll have more time to truly test the candidate during an interview.
2.LISTEN TO THEIR QUESTIONS
By letting the candidate ask their own questions you can get a pretty good idea for what they are like. If they came prepared and passionate about the job, their questions will be good and they will make you think. On the other hand, if the candidate is just not right for you, you'll probably hear none or a few generic ones which is not ideal. This means that the candidate doesn't quite get your company or knows nothing about it. It could also mean that they are not passionate about the job.
3.ASK GOOD QUESTIONS
Ask questions that elicit information from the candidate, about their expectations so you get a better sense of what they expect, how they would fit into your company's work style and so on.
Ask about specific scenarios that might happen to someone. Let them give you an answer out of that situation. Ask them 'why' when they talk about their success. Why did they succeed? Why did they fail? These questions will lead you to the true face of that person and their ability to learn, fail and grow.
4.MAKE SURE THEY FIT INTO THE COMPANY CULTURE
Most companies take the skill set into consideration as the most important element of any person applying to their jobs - corporate culture has very less to do with their hiring. Nevertheless, recruiters need to make sure that the candidate would fit in with the company's workstyle.
Walk them around the office if you can, let them be there while the team takes a break so they can meet some of the team if you think they'd be a good fit. Let them see your culture and watch for their reactions before you make any decisions.
5.GIVE THEM A PROBLEM TO SOLVE OR A PROJECT TO COMPLETE
In technical interviews, this is often called a job audition and is one of the most effective ways to get a good gauge of their skills and see how those skills would work for your job position. By giving them a problem - it can be set imaginary or real - asking them how they would solve it or by giving them a project and asking them what they would do, you can learn more about them and what their strategy would be in these situations.
6.GET FEEDBACK FROM PEOPLE THEY MEET
When they arrive at the destination for the interview, they will meet several people including your assistant, other team members, ancillary staff etc all of whom can contribute with their own opinions or impression of the candidate. This is an honest and direct way of judging how they treat people in general - are they polite and considerate or the opposite, which matters a lot in the social interaction with other employees at work.
7.SEE IF THEY ARE A TEAM PLAYER
A vital detail you need to find out - ask if they lead a team or were they a part of one? What was their style of functioning in a group, what were the dynamics? Some individuals do not perform well in a team setting, and some bloom when they are part of a team. For them to be successful, being a team player is important.
8.PAY ATTENTION IF THEY HAVE THE GROWTH MINDSET
"Most companies don't consider this as important as some other elements but the growth mindset in all employees can only help you grow your company. See if they believe in always learning, always improving. Ask them if they learned a new skill recently or if they changed something about their life and so on," says Janelle Tiffany, a regular contributor to Draft beyond and Writinity.
9.HOW DO THEY HANDLE THEIR MISTAKES?
There can be two camps of people in this category - some who never accept their mistake or attempt to correct it, and those who accept criticism and work towards improving their performance. it is a sign of personal and professional growth to admit that one made a mistake, and to work on improving themselves. It is not a sign of weakness to accept your weakness or mistakes! Blaming others is not helpful, but to focus on your own performance is necessary.
10.ARE THEY A POSITIVE PERSON WHO COMMUNICATES WELL?
Some individuals are very pessimistic, when they are part of any team they might bring everyone's enthusiasm down. Clear communication is essential to be part of a team and a company - to demonstrate their disappointment may not always be beneficial.
Finding just the right candidate with a right set of skills, the right mindset that fits in well with your team may prove more difficult than hiring just anyone. However, the value of this employee to your company far surpasses the effort it took to hire them. Look at the bigger picture and use these tips to hire your next employee.
For any sourcing needs for your company, our portal Prathigna.com is always the right destination. Sourcing high quality candidates with the right fit for your organisation is our goal and we strive to fulfil all hiring needs in a timely and efficient manner. To learn more, click here or shoot us an email from our contact us page!