Resumes in your inbox got shortlisted, gone through a phone call, and now are ready to go through an in-person interview. At this juncture, how is it that you assess the candidate whom you do not know? And select the right candidate best fit for the role.
Here it goes:
Finding the right candidate has become increasingly difficult with the enhanced market and more opportunities for the candidates.
Companies are competing to employ the right talent. At the same time, candidates have access to the sources revealing the organization’s recruitment process and their reviews. Glassdoor is the one such career website to do so.
As an employer, your job is to assess the candidates rightly and let the potential ones stay with you. Here are some effective ways that work for you and the candidates.
Best ways to prepare and conduct an interview
1. Prepare a good job description
A good job description makes it easy to assess the candidates. The significant components of the job description include the following: job title, job purpose, responsibilities, required and preferred qualifications, and working conditions.
2. Come with the right questions
Before you ask the candidates to attend the interview, you have to know what you are expecting from them to ask the right question.
As part of this, prepare a list of expected qualities for a position. Also, study the top candidates, what are their common attributes, what positions did they hold in their previous organizations, how they can add value, and their significant accomplishments.
Such a view can help frame the right and relevant questions.
3. Help them stay stress-free
Stress is the primary reason for candidates not performing their best in an interview. Reasons might not be known. Apprehensions about how the interviewer will be, what questions could come, and how to fit the interview schedule in a workday could exist.
Considering this, making them comfortable before the interview will bring out the candidate’s true potential. Talk to the candidates about the possible questions that can be. Also, find some time at the convenience of the candidates to discuss any prerequisites. The ultimate goal is to make the candidate comfortable.
4. Select the right interview panel
Monarchy does not work while conducting an interview. You require the support of a few people who can support the interview process. At the same time, involving too many people is not a good idea. Usually, go by the lead, the manager, and a person from an HR team.
5. Introduce yourself
Initially, introduce yourself. Talk about yourself and your organization. Tell the candidates what will be expected in the next half an hour. Be mindful about your behavior, and remember that you are also being observed. Being too serious or casual destabilizes the candidates’ potential.
The way to organize an interview must depict your organization’s values and your brand image.
6. Assess the capability
Schedule the interview to know the candidates’ true potential and capability. Study the candidates’ curiosity, interest, determination, confidence, intuition, and willpower. Also, evaluate the performance when promoted to the next higher position in the future.
Furthermore, assess the candidates about how they learn and where the industry will head to. Though the future is unknown, it is essential to know what they think.
7. Find Practical solutions
Make your time worthy by asking the right questions. If your interviewing a writer, give them a topic to write on. Suppose you are interviewing a software developer. Give them a code to write on. Else, you are questioning a business analyst. You can present the current business work processes and ask them about the system’s deficiencies and the ideas to improve them.
Check for the attributes in the list. For instance, you are looking a team lead position. Ask about how they have led the team, the challenges experienced, how they overcomed them, how they motivated the team, the impact on productivity, etc.
8. Give importance to cultural fit.
It is important that employers have to look for signs that a candidate can adjust to the environment employed. Consider your environment and look at candidates’ inclinations. Assess whether he is an independent or collaborative worker, a short-term planner or a long-term planner, etc.
After you feel confident about people, you can ask them how they can be the best fit for the role.
9. Reflect on the interview
Take time to reflect on the interview process. Go through the jotted points before coming to a decision. Though you have more candidates to interview, you can still think about whether the candidate best fits the role. If you are the team of members who have conducted the interview, take time to discuss among yourselves and decide.