When recruiting for our clients, the hard work and extra time we devote to our interview process provides us with integral information for our clients to make informed decisions and, ultimately, the best hires. There’s no secret formula to good recruitment; but each search process must include diligent and methodical interviews sessions that capture a candidate’s fit for a role. So, because it’s midweek and we’re feeling generous, we thought we’d share our top three tips for conducting a better interview. You’re welcome, HR department.
- ASK THE RIGHT QUESTIONS
They say the best predictor of how a person will behave in the future is how they have behaved in the past. When applying that insight to recruitment, we couldn’t agree more. By asking candidates behaviour-based interview questions, a Selection Committee can learn about the candidates’ perspectives and attitudes. More importantly, by getting candidates to draw from their past experiences to answer in-depth behaviour questions, you may be able to predict how a candidate would perform should they be hired for the position.
- DIG DEEPER
If you don’t like the candidate’s response, dig a little deeper; it may be awkward, but it may help you narrow down the selection pool or better understand the candidate’s perspective. Probing further after each interview question provides an opportunity for the Search Committee to gain additional insight into the situation and/or learn about how the candidate would apply their experience to the position. In the event the candidate answers the probe in their original response, the Selection Committee can transition smoothly to the next question.
- TAKE DETAILED NOTES
When developing comprehensive interview questions, it’s important to keep in mind details such as: a summary of the situation, the extent of the candidate’s involvement, the key players involved, the actions the candidates took, and the outcome of the situation.
If a candidate’s response is unclear or if you feel there are important details missing in the answer, the Search Committee member should follow-up to ensure they obtain all the information required to evaluate the response. *See previous point: Dig Deeper*
Additionally, we suggest each Search Committee member is assigned one or two interview questions to ask and here’s why. While each Committee member asks their question(s), the other members should be actively listening, keeping notes of the candidate’s responses, and looking for subtle body language clues. After all, they say body language can account for 55% percent of the overall message when communicating face-to-face.