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If you are recruiting, it is important to choose the right technique to interview the candidates for the job. If you make a mistake and do not conduct the interview the right way, you can easily let the best candidates to slip away. Many employers make a wrong choice…

What more, using incorrect strategy will not improve your reputation on a market and will definitely not place you on a prime position.

Honestly, if some job applicants think that your interviewing techniques are outdated or simply not sufficient, they may decide to not accept the job offer. They need to accept also, please do not forget it.

 

You are also selling in an interview

Do not forget that in the interview, not only the job prospects are selling themselves to you. You are also selling your company and the working opportunity to these job seekers. That’s why it is so crucial to choose the right technique to interview candidates. Days when interview was just about “tell me about yourself” questions are gone…

If you do it, they can easily consider you unprofessional and simply leave without taking a job. Remember: The best candidates are never desperate. They can choose from several offers. Therefor, you have to give them a good reason to decide for you.

 

Four basic techniques of interviewing

Template of interview questions.

To have a standard template with about 10 interview questions regarding candidate’s achievements, goals, strengths, weaknesses, etc. is a good start of an interview. Using it, you will not only learn basic info about the candidate, but also should be able to evaluate his communication and presentation skills. Inspire yourself with our list of top 10 interview questions.

 

Situational and behavioral interview questions

After some basic questions the ice-breaking is finished. It is time to put candidates under real test of abilities and skills. Try to draw a real situations from the job and ask how would they handle it. Doing so, you will uncover the level of analytical and strategical thinking of an applicant and also easily distinguish talkers from people that really know their job. Inspire yourself with some situational interview questions.

 

Intelligence tests and psychometry

Give a candidate a test and let him work independently. You can watch his approach to work. Observe if he works systematically, if he is nervous, working in a rush, etc. Coupled with the result of the test, it should help you to make a right decision at the end of the interview.

 

Case studies

Some companies limit their interviews to case studies only. Case study is simply a scenario you give to the applicant. He is given certain resources and time frame with a clear task – to solve the situated problem. Many recruiting experts all around the world believe that case studies are by far the best way to lead interviews. They think so from several reasons:

  • There is no way a candidate can blame you- either he is able to solve his case study or he is not.
  • Using case study, you can see how fast the candidate thinks, what is attitudes and approaches are, his communication level is (once the study is done, candidate shall present the results), etc.
  • It is the closest to real job.

 

Those were four basic techniques for leading an interview as an employer. Companies that are the most successful in terms of hiring right people usually use the combination of all strategies for interviewing candidates. We advise you to do the same. To understand better how to do your job correctly, have a look at other article dedicated to employers also.

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