When it comes to job interviews, the interviewer has just as much riding on their shoulders as the interviewee. Businesses rely on a leader’s ability to choose candidates that fit seamlessly into their business, that bring the energy and expertise necessary for their business to succeed.
One of the biggest mistakes business leaders make is being too hasty when hiring employees. The difference between hiring just another employee and the right employee is what separates the employee who works for your business and the employee who makes your business work. Finding the right employee starts with the interview process. With that said, here are some tips from your friends at Dale Carnegie Training of Atlanta to help you get the most out of your interview and the best person for the job.
Do your research — Just as you expect your candidate to come to the interview prepared with knowledge about your business and the job position, you too should do your due diligence. Use the candidate’s résumé as a springboard to learn more about their past employment history and their job performance. Use this information to tailor your interview questions in order to best gauge how well the candidate would fit at your business.
Avoid hasty judgments — Yes, first impressions are important, but don’t use that solely to screen out a candidate. They may be nervous and not come across at their best initially, but have a lot to offer to a prospective employer. Focusing on building rapport to set them at ease. This will help them perform better in the interview and create a positive impression in the candidate’s mind about you and the organization.
Use behavioral interviewing techniques — Never take résumé bullet points at face value. Phrases like “team player” and “born leader” are clichés nowadays. What you really want is anecdotal evidence how someone is a team player or a natural leader. To borrow a creative writing concept, you want candidates to “show, not tell.” Ask the interviewee about a time they took charge of a situation or directly influenced a business’ success. The point is you want them to show you how they behave, as opposed to just telling you.
Vary your questions — In order to gain the broadest picture of a candidate, ask a variety of questions during the interview that go beyond the position they are applying for. All jobs require a certain amount of adaptability, flexibility and improvisation. Use the interview as an opportunity to test whether your candidate is malleable and able to bend with unexpected demands or rigid and likely to break under pressure.
Continue you evaluation — Just because the interview is over does not mean you are done with your evaluation of the candidate. After the interview, take some time away from the evaluation process and then reassess the candidate. This way, you keep a clear head whenever deliberating over whether a candidate is a viable asset to your business or not.
The most important factor in interviewing is staying focused on what matters most when interviewing a candidate. The more time and effort you put into the interviewing process, employing techniques and advice like the tips above, the more likely you are to hire a perfect match for your business.
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