Introduction
There are two types of companies in the world, those that are growing and those that are slowly dying.
The success of any firm depends upon how efficient its employees are. Therefore, it is vital to ensure that employees are the best contributors and have the potential for further professional growth.
Job Interviews
The job interview is arguably the primary method for hiring a potential employee, and it is widely accepted that conducting a successful interview benefits the company.
In fact, the success or failure of a firm often depends on the type and quality of employees they hire. Therefore, it is critical for employers to have a game plan when conducting interviews.
This article provides the fundamentals for interviewing and hiring potential employees.
15 Effective Hiring/Interviewing Techniques
– A Comprehensive Guide
Let’s delve into the main factors to consider when hiring employees, from defining the hiring process and job requirements to behavioral questions and reference check.
1.) Define Carefully the Hiring Process
The hiring process should be well defined and structured.
You should determine the basic layout of the interview day, including how many levels the interview will have and whether the interviewee should wait in the lobby or be taken to internal rooms.
You may consider asking thought-provoking questions that can help determine whether the interviewee has the potential to be a valuable addition to the company.
2.) Write a Detailed Job Requirement
A detailed job requirement is fundamental.
A careful job description where you specify the requirements of the job role is the foundation of every point of recruiting employees. Therefore, try to describe the qualifications, required skills, past experience and even the day-to-day tasks of a prospective employee’s position.
This provides the opportunity to upgrade your staff and find someone who can bring added values to the organization.
3.) Previous Professional Successes
When reviewing the candidate’s resume, you should pay close attention to their previous professional successes.
To increase interactivity during the interview, you can ask questions and invite the interviewee to discuss and describe their professional accomplishments.
4.) Find Those Impact Performers
Proper due diligence is necessary in order to find out the impact performers – those employees that can make the difference.
Evaluating the answers given by the interviewee will help you learn whether the person is a leader or a follower, whether the person is creative or someone who always goes by the book and is not as comfortable with changes and enhancement as someone else would be, etc.
Impact performers are like the players who fit a championship team’s long-term strategies.
In order to find them, the company should build its fundamentals, just like building a house.
5.) First Personal Interaction
The interview is the first personal interaction that the company has with the potential employee.
It is necessary for you to provide a genuine picture of the company and what is expected of the individual if they become part of the organization.
If you have a positive attitude, it can help the interviewee feel at ease, and there are chances that the interview will end on a positive note.
6.) Ask Behavioral and Competency Based Questions
When conducting interviews, it’s important to ask behavioral questions that help you get a sense of how a candidate would behave in certain tough situations to better understand a candidate’s thought process and problem-solving skills.
You also want to evaluate the candidate’s abilities to perform the job duties required for the position. These competency questions often begin with phrases such as “what experience do you have with…” or “how would you handle…”
7.) Conduct a Skills-Based Assessment
Consider conducting a skills-based assessment as part of the hiring process.
This can help you identify any gaps in the candidate’s skills or that may need to be addressed. It can also provide a more objective measure of a candidate’s abilities compared to just relying on the information provided in a resume or during an interview.
8.) Track the Career Curve
Tracking the career curve of candidates during the interview is necessary.
There are 3 types of career curves: steady upwards curve, plateau, and the yo-yo effect.
It is also necessary to find out the logic behind their career road map because the reflection of the past shows a mirror of the future.
9.) Can Adapt to Changes and Adjustments
There are many cases of employees who were good performers in their previous companies, but unable to make the adjustment.
An adjustment may demand new methods of work or different personal interactions. Therefore, it is your duty to trace people who can easily adapt themselves to changes and can cope with difficulties – discover the survivors.
10.) Assessing the Candidate’s Seriousness
A seasoned interviewer can gauge whether the interviewee is only looking for a better pay package or if they genuinely need the job.
Once it is clear why the person is applying for the job, you can decide how much time to spend with the individual.
11.) Look for the Social Aspects
You should keep an eye on the interviewee’s social aspects.
Try to determine whether the interviewee is a shy introvert or an outgoing personality with sales or leadership values.
You may also assess whether the interviewee is a doer or a potential manager, as both types of individuals are crucial for every company.
12.) Look for Cultural Fit
While it’s important to hire someone who has the necessary skills and qualifications for the job, it’s also important to consider whether they will be a good fit for your company culture.
During the interview process, look for clues about a candidate’s values, personality, and work style to determine whether they would be a good fit for your team.
13.) Allowing for Interviewee Questions
During the interview, it is important to remember that the best interview is a two-way street where knowledge sharing works wonders.
At the end of the interview, encourage the interviewee to ask questions. Asking about their ambitions and goals in life can add a personal touch to the exercise while providing valuable information to the interviewer.
14.) The Importance of Body Language
You should keep an eye on the interviewee’s confidence levels, eye contact, and body language.
The interviewee’s body language can reveal whether they genuinely believe what they are saying or are merely reciting prepared answers.
15.) Check References
Before making a job offer, it’s important to check a candidate’s references to validate the information that they provided and to determine if they are a good fit for the position.
Be sure to ask for references from previous supervisors or colleagues, and ask specific questions about the candidate’s work performance, reliability, and communication skills. This can help you make a more informed decision about whether to hire the candidate.