Here are 11 tips for great interviews that you should consider before interviewing your next hire.
One key factor in a successful hiring process; is ensuring that the candidate has a mindset that matches your company values.
There may be professionally qualified individuals who may not fit within the organizational culture of your firm, and without the proper mindset, these individuals could harm your company.
Interviews are an opportunity for you to quickly assess if the candidate is a match for the position or not; essentially, in many scenarios, attitude is more relevant than competency.
It’s not uncommon to do interviews through Zoom, Google Meet or Skype nowadays, since the pandemic it’s convenient to avoid contact, in case you’re working in a non-remote capable industry or job-specific requirements, the first interview can be done virtually, and then doing a second one, on the ground.
When hiring a new person to the team, this means additional costs.
Hiring the wrong person will bring a financial and time burden on the company, and it should be evident what you’re looking for in your next hire.
Finding a good match for a position is crucial to your company resource-wise.
You should go thoroughly into the employee vetting process to ensure that he is the right person for your business.
A great starting point in understanding your candidate is to give him a few minutes to the Big Five test during the first part of the interview.
These test results will most likely not reflect reality accurately, as the candidate might want to make a good impression during the interview, and if you choose this path, you’ll want to test his test score through the interview questions.
During the interview, your goal is to know the candidate better understand his weaknesses, strengths, and personal goals.
Depending on the precise function you’re trying to fill, the candidate testing step will differ.
Deciding what type of evaluation is necessary for the role is crucial.
Skill assessment tests are objective and reliable and can be used to gauge a candidate’s soft or hard skills.
Skill assessment tests provide critical information about the candidate’s ability to perform in the workplace.
Hard skills are acquired through education, training, certifications, more focused on the technical aspects of executing the work.
Soft skills are a combination of social and interpersonal skills and personality traits, and these are acquired through experience and the mindset that was gained.
Depending on your style, you might want to start the conversation with the candidate with a few simple questions just to get an idea of how quickly the candidate can answer questions.
The mindset of the candidate is an important factor in every hire, this word is very broad, but you should see it as his way of approaching problems & challenges, his view about the external world, and his opinions.
Knowing if the candidate is likely to sit in your company for the long term is essential; this can be determined based on the candidate’s personal goals.
Research to determine what perks and benefits your candidate desires so that your team is prepared to either alter your offer to meet their needs better or negotiate when the time comes.
A person who constantly strives for more work and better compensation might not fit your company.
If there’s no room for growth in the industry, this isn’t an issue for online business, but this might be the scenario for an offline business.
Candidate assessment is used to find the best candidates for a position and test them to decide who is the best fit.
Effective applicant assessment programs should include the following:
Interviewing is a process that needs to be improved constantly.
Take an analytical approach to your interview process.
Consider the lengthiness of the process and the total resources used.
Recruiting successfully and without hassle takes a lot of time to master, and it’s different across every industry out there.
If you can notice automatic disqualifiers in mindset by taking a look at past hires, or automatic qualifiers, you should implement them, avoid wasting your time doing a full interview with a candidate, and just cut it short.
It’s not easy, keep that in mind, and in your career as a recruiter or business owner, you’ll fail to hire the appropriate talent a few times, and this is fine, as your experience and instincts will shape in time, and allow you to make better decisions.