As an interviewer, your job is to make sure that any job candidate who makes it to the company deserves to be there. Generally, no matter how many questions you ask candidates during the interview, the image they reflect can be very different from what they are.
Many recruiters wonder how they can ensure that the people they hire at the company can adequately handle their tasks and fit in well with the rest of the team. Here we will give you several expert tips that suggest some guidelines that interviewers can use to ensure they choose the most suitable candidate.
1. Trust Your Instincts
Too much structure to the interview prevents you from building a personal connection and getting to know someone; go with your gut and use the discussion to get to know the person. The proper way to do this is to keep your interviews conversational and talk to the candidate. Let the conversation flow.
2. Look At Talent And Cultural Fit
Work experience is necessary, but talent and cultural fit are essential. How the candidate will relate to his supervisor and team is critical. How will they handle the expected work schedule and responsibilities? How well do you understand your customer base? The hiring process must evaluate the employees’ capacity and labor competence. Therefore, intuition and data analysis must be used to make labor decisions.
3. Give Them A Relevant Task
You will never find a candidate who says, “I’m bad, ” they won’t appear in their references either. As a result, you need to get creative and dig deeper into your selection process. Experts recommend a second interview in which the prospective employee can show a requirement of the job that he will do.
4. Get The Candidate Out Of The Office
Meet them at a restaurant or coffee shop and note how the candidate acts in a less informal setting. Ask yourself if you enjoy spending time with this person and if you feel that being around this person is making you better or wiser. Ask yourself if you would like to be guided by them; this will give you more information about this person.
5. Use Behavioral Assessments
Behavioral assessments are easy and inexpensive tools to give you greater certainty that the candidate will be successful on the job. Resumes and references can provide insight into a candidate’s skills, but on the softer side, it’s often why people fail in new roles.
6. Look Beyond The Resume
Interviewers often wrap themselves in fancy resumes; sometimes, the best hire has the worst resume. Interviewers should ask questions and pay close attention to the answers. What has this candidate accomplished versus what has he been involved in? How do you approach working and collaborating with others? What role do you play in the teams? Make offers to the candidates that best fit the position and your organization.
7. Look For Signs Of An Open Mind
If no one stands out at the end of the interview process, look again at the candidates’ responses to the questions that indicate how they would respond to changes and comments. You are always willing to choose someone open-minded and willing to accept feedback over someone who has experience but is not ready to admit that they may make mistakes or learn new and better ways of doing things.
