Interviewing for Employers – Tips for a successful hire
Interviewing candidates is part art and part science. Take a look at our tips below to make sure you’re on track to undertake a successful round of candidate interviews.
The job interview is a powerful factor in the employee selection process in most organisations. While it may not deserve all of the attention that it receives, the interview is still the most powerful hiring tool.
Background and reference checking as well as psychometric testing can build a more complete picture of your candidates abilities; Hopefully, you have these checks of factual information to your hiring arsenal already. But the job interview remains your key tool in assessing the candidate’s cultural fit. It is also the tool you can use to get to know your candidates on a more personal basis. The interview process also helps potential employees gauge whether the fit is right for them too.
Many of our clients discuss with us what they should and shouldn’t ask in an interview and generally what is expected of them. We often get asked how do you know someone is a good candidate and how can you minimise the risk of a making a bad recruitment decision.
In response to this, we cannot over emphasise the importance of employers to properly prepare for and conduct an interview in a meaningful way. Employers must realise that an interview is a two way street – a unique opportunity for both candidate and client to get to know as much as possible about each other. It is just as important that a client is prepared and puts its best foot forward in interview as a candidate, particularly in a candidate driven market!
Many failed recruitment decisions tend to arise as a result of behaviours demonstrated by employees rather than technical ability. It makes sense therefore to focus on eliciting as much information as possible from the candidate as to how they will behave and perform in a particular environment and circumstance, what habits they possess, what motivates and demotivates them and how they respond to particular management styles. These issues are behavioural issues and an effective way of gathering this information is by asking behavioural based interview questions. This points below focus on this type of interview.