The purpose of a job interview is to see if somebody is a good fit for your business. However, you need to make sure you’re asking the right questions and getting as much evidence of a candidate’s qualifications as possible. Otherwise, you risk hiring someone who talks a big game but doesn’t actually have the skills to back it up. These interview practices will greatly improve your hiring process.
Ask Open-ended Questions
There are two types of questions: closed-ended and open-ended. Closed-ended questions can be answered with “yes” or “no”. Since they’re limited by design, you should be implementing more open-ended questions. SparkHire suggests that the best open-ended questions are ones that cannot be responded to with one-word responses. Some of the ones you can use are “Why are you the best candidate for this job?” and “Describe a time you were able to solve a problem in the workplace.” The benefits of these questions are that they show how well candidates can think on their feet and they give you a better idea of who is qualified.
What sort of values are you looking for in candidates? Do they need to be dependable, honest, and able to work well with others? A good way to figure out who your best candidates are is to use assessments. The Hire Talent explains that employers can gain insight on a candidate’s social and emotional capacity, their honesty, and how they react to criticism by utilizing emotional intelligence and personality assessments. Attitude tests can show what kinds of views candidates have and how they align with those of your business. You can administer these as part of an online job posting and have candidates submit them along with the rest of their application.
Demonstration of Skills
If your job posting requires certain skills or candidates list certain hard skills on their resumé, it’s only fair that they demonstrate those skills for you. For instance, if the position requires copy editing experience, it can help to include a portion where they have to go over a sample document and revise it. Career Builders talks about how a candidate doesn’t have to be perfect, or get a perfect score, but they should do well enough that you feel confident about the prospect of hiring them.
Taking these additional measures when interviewing can take time, but they can also save time. Instead of potentially hiring the wrong candidate and having to start from scratch, you can improve your chances of hiring the right one. Keep these tips handy so that you can make your team as strong as possible.