How to Improve the Interview Process
Having trouble filling a vacant position with the right candidate? If you have come across this situation more than once, it may be time to reevaluate your organization’s recruitment process. Our executive recruiters have five tips on how to improve the interview process to successfully land a winning new hire for your team.
Ask the Right Questions
Our clients often ask which interview questions are the most revealing and helpful. Get to know your candidates on a deeper level. Aside from assessing the candidate’s technical skills, use the interview as an opportunity to determine if they will be a long-term fit to your organization and team. The following questions can reveal a lot about the candidate’s personality and values.
Company Culture Questions:
- What is your personal mission statement?
- Do you prefer working independently or with a team?
- What kind of personality do you work best with and why?
- What is your greatest achievement outside of work?
- What do you like to do for fun?
Behavioral Questions:
- Can you describe a time when you were criticized?
- Have you ever been on a team where someone wasn’t pulling their own weight? How did you handle it?
- If you were asked by your supervisor to perform a task that you disagreed with, what would you do?
>>> Read More: The Most Revealing Questions to Ask Candidates
Dive into the “Why”
Millions of people in the US have lost their jobs due to the pandemic. While many companies had no choice but to lay off or furlough their staff due to lack of business, some employers could have prioritized letting go of the employees who were not meeting work expectations. Ask questions that properly gauge the candidate’s past work performance, and also determine their true motivation and interest for the available position.
Discuss Strengths and Weaknesses
Take a straightforward, but courteous, approach to the candidate’s strengths and weaknesses. Emphasize the qualities and skills that made you interested in the candidate. When suitable, politely address any job requirements that were not highlighted on their resume, and ask how they would compensate. If the candidate is top of mind for the vacant position, consider offering professional development opportunities such as classes or workshops.
Keep in mind that the candidate may have existing experience that was not mentioned in their resume or past interviews, so it’s always good to ask before assuming they lack qualifications in certain areas.
Get Clarification
If you had prior interviews with the candidate, delve into past discussions that need further clarification. For instance, you may know that the candidate supervised a large team, but now might be a good time to ask the specific amount. This may be the last opportunity to learn additional information about the candidate before selecting your new hire.
Set Clear Expectations for the Position
Ensure the candidate fully understands the expectations of the position. If you are a small business or a start-up company, inform them that you need someone who can “roll with the punches.” Likewise, if you work for a large organization, make sure they are comfortable with a structured environment and a certain degree of “red tape.”
It’s important to discuss short and long term goals, company culture, and major projects attached to the role. You don’t want to scare the candidate off, but it’s beneficial for both parties to determine if they will be happy in the role and with your organization before they accept the position.
>>> Read More: Job Description: Top 5 Tips to Attract Dream Candidates
The interview process is a vital part to attaining top talent; without it, you will have a tough time determining if the candidate is the right person for your team. Use your time to effectively evaluate the candidate, set expectations for the role, and make a great impression. By making an effort to learn about the candidates beyond surface level, you will eventually retain a valuable employee who will make a positive impact to your company.
Bristol Associates, Inc. is an executive search firm with over 50 years of excellence in recruiting nationwide. Bristol specializes in recruiting for the Casino Gaming; Hotels and Resorts; Travel, Tourism, and Attractions; Facilities and Concessions; Food and Beverage Manufacturing; Restaurant; Hospital and Healthcare; and Nonprofit industries.
If you’re interested in working with Bristol Associates, click here if you’re an employer or here if you’re a candidate.
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