Conducting the Perfect Interview: 5 Things to Keep in Mind

Views 3066 views
Finding the perfect candidate has become an arduous task for recruiters these days, as they must now fill positions that didn’t even exist a few years back. Nowadays, job requirements often overlap each other, making it very common for today’s professionals to have a broader set of skills than their predecessors. This also makes it harder for recruiters to create a job offer that gives a clear picture of what the job is like.

If you successfully made it through this first step, congrats! It means you were able to break down the required profile and set yourself well-defined guidelines as to what those multifaceted candidates should be like.

Now you’re probably wondering how to successfully conduct the next step: the interview. Do you know what questions to ask? What type of info should you be looking forward to collecting? What should you pay attention to when interviewing these individuals?

First things first

Prepare thoroughly. A successful interview relies on how knowledgeable the recruiter is about the position they’re trying to fill and the candidates that are applying for it.

Not only should you carry out background searches, but you should also make sure to have a full understanding of what the job entails. This will give you a better idea of the questions you should be asking the candidate, as well as the keywords to look for in their answers.

Gather colleagues’ insights. Take the time to dig deeper and don’t be afraid to ask questions to those colleagues who work in the same department as your prospect hire will. They will be able to provide accurate information on what should be expected from this job, what skills are essential to accomplishing any related task, and what recurrent obstacles they face on a daily basis.

Consider including other department leaders on the interview panel as well. They’ll help you gather different perspectives on a candidate, and ultimately increase the chances of finding the right fit.

Choose your questions wisely. With your colleagues’ input in mind, create a customized question framework that takes into consideration both the candidate’s accomplishments and the company’s expectations.

Make sure to select appropriate questions that will lead you to collect the information you want to know from the interviewee in an implicit, contextual way. Try to avoid using questions that are too traditional since those are highly predictable and will most likely lead the interviewee to provide overly rehearsed answers. Instead, use questions that put candidates in real-life situations, allowing them to elaborate on a certain topic of your interest. Remember, the more they talk, the more you’ll know about them.

And Remember…

  • Be precise. Don’t forget that you’re on a tight schedule. You probably have limited time to get to know everything there’s to know about a candidate—from their personality and skills to how they face new challenges. A well-thought interview scheme will save you time and keep you from wandering off the topic at hand. In other words, make sure you stick to the plan.

  • Follow through. Make sure to follow up with potential hires within a reasonable time. Keep them in the loop and instruct them clearly on the next steps to take.
    Likewise, carry the whole hiring process to term for those candidates who didn’t make the cut to the next stage and reject them appropriately. Nothing contributes to a positive company image more than a satisfying candidate experience.

  • Conducting well-organized interviews is key when it comes to optimizing the hiring process. It will not only help you invest your time and resources at the right place, but it will ultimately ensure you’ll find the right fit every time.

    Nany Indriago / NEUVOO
    Content Marketing Strategist