Make Sure You Know Who You’re Hiring
The pool of job candidates is vast and diverse, yet head hunters and hiring managers oftentimes struggle to find the “right” people to fill key positions because they lack soft, or interpersonal skills. And unfortunately for those prospects who don’t necessarily fit into the company culture, their job satisfaction is short-lived once the imbalance becomes obvious. He or she could end up obviously unhappy, leaving managers to fill the positions yet again.
So, how do you go about selecting the right candidates? First, take a look at this list of administrative steps you need to take prior to the interview. Then, when you’re face-to-face with candidates, follow these tips for conducting an effective interview that will help you determine who is (and isn’t) a good fit for the organization.
1. Behavioral interview with a twist
Dig deep into the minds of your prospects. Forbes recommends focusing on the details of each scenario presented to get the candidate “off script.” You have to ask questions for which canned responses won’t cut it.
For example, if you ask a management prospect to describe a time when they helped resolve a conflict between subordinates that was stifling production or efficiency, don’t settle for the canned response involving mediation or anything similar. Instead, inquire about how he or she evaluated individual personalities and past performance of those involved to help determine which approach was best to eradicate the issue.
If the interviewee struggles, it doesn’t mean they weren’t prepared since most have memorized the generic responses for “Tell me about a time when…” and “How would you handle…” questions. You’re just forcing them to think outside the box, which is paramount if you want to get a better understanding of how they respond under pressure or in unique situations. Although the candidate might be perfect on paper, you need to be sure his or her problem-solving skills and overall personality align with your expectations.
2. From where does the candidate draw inspiration?
The catchphrase, “birds of a feather flock together,” is applicable here. By asking job prospects where they look for inspiration, you can learn a lot about behavioral patterns, notes Entrepreneur. Work ethic is also part of the equation; individuals who are inspired by the hard work of others tend to strive for greatness. Plus, they’re more likely to wake up each morning motivated to tackle what lies ahead and work toward overcoming new challenges.
3. How well does the candidate know the company?
It’s not uncommon for employers to ask candidates what they know about the company’s history, so most interviewees will be prepared. But instead of using it as an introductory question to determine if he or she did the research, use it as an opportunity to analyze how the candidate describes the company. Do they seem excited or sound monotone? (The latter may be an indicator that they aren’t the right fit).
Also, use responses to determine if he or she truly understands what the company stands for and ask them to explain why they are a good fit. Not only will probing get them off script, but you’ll quickly be able to tell if the initial answer was genuine.