Learn to interview more effectively.
- Have you ever interviewed a candidate only to have a different person show up for the interview with your hiring authority? This embarrassing scenario can all but be eliminated if you implement the interview skills we will outline in this lesson. Candidates are taught that they should focus on their strengths, unique skills and abilities, and how they can contribute to their future employer. During your interview, you must focus on the critical skills needed to perform the tasks of a specific job. You have to understand the five primary skills, traits, or knowledge, essential for performing well in the job.
You want to match the issues and challenges faced by your hiring authorities with the qualities and characteristics of the candidates that you present. Candidates are taught to position themselves as a solution to the hiring authorities problems, and to understand the employer's fears. There are four questions you need to answer during your interviews. Number one, can they do the job? Number two, do they possess at least 75% of the skills, experience, traits, and credentials you have determined are necessary to excel in the opportunity that you're attempting to fill.
Number three, who are they? And this area is more difficult to determine because again, their initial answers are not necessarily right or wrong. However, you want your questions to reveal the authentic person, to help reveal their core values and what's most important to them. The fourth area is, will they fit in? We've got to determine if this candidate is a leader or a follower. Are they a team player or a loner? Are they a risk taker? Are they overly cautious? Is your candidate aggressive or shy? Are they detail oriented or do they see the big picture? Are they a big picture thinker? Do they embrace change or resist change? See, you don't want to present a candidate who has the experience and skills needed, but doesn't fit in with the existing team.
The next thing we have to understand is their salary requirement. This is only important for candidates you plan to pursue. Candidates are taught to quantify answers with facts and figures. And so, you want to ask multiple questions in different ways to really validate the information provided, that demonstrates a pattern of behavior. Request facts and figures and tangible information of information shared. Ask for examples if they don't offer them. Your interview is the foundation for everything you do.
For the interviewing process, for the recruiting process, and to identify candidates you're going to place in a job. Which is why a structured general interview is much more effective in predicting performance. The information you're going to gain from a structured interview tends to be more accurate, more reliable, less subject to bias, legally defensible, based on merit. To realize the full potential of a structured interview requires careful attention to each stage of the interviewing process.
Which includes great preparation, creating specific questions that will be asked of every candidate to ensure consistency, accuracy, and fairness. You can never shoot from the hip. You have to ask every candidate the exact same question. Development, you create an interviewing process that includes step-by-step interviewing processes, individuals included in the process. Are you including any testing? Do you conduct background checks? Do you do assessment tests? Are you checking references in advance of interviews? And implementation, how do you conduct the interview from the icebreaker to the closing? And how do you ask effective interviewing questions? You never want to ask closed questions, always open-ended where they can't answer with a yes or no.
And what are your note taking techniques? Are you entering this information in your system? How are you writing down what they're saying? What steps do you take to provide feedback to your candidates, and how do you actually evaluate the effectiveness of the interview, and what steps do you take to provide suggestions on how to modify the interviewing process? Implementation of these interviewing skills are going to help you fine tune your interviewing process, so you can learn to interview more effectively.
- Determining the strengths and weaknesses of the current team or department
- Understanding the job specs
- Reviewing patterns, habits, and behaviors
- Mastering interviewing skills
- Addressing inconsistencies and red flags
- Timing interviews
- Competing with other employers
- Preclosing so offers extended will be accepted
- Following up with candidates who could be possible future hires