Interviewing candidates for a role is challenging and requires specific techniques to understand potential employees, their skills, interests and capabilities.Effective interview techniques include:
1. Prescreening candidates via phone
This essential first step in interviewing candidates can illustrate the strength of their communication skills. From a short list, a phone interview can assist with further refining potential candidates for a face-to-face interview. Key questions can be asked in this prescreening step including key skills, experience and their aptitude for the available role.
This step allows your business to quickly assess the candidate’s confidence, communication skills, skills and experience.
2. Ask what they know about your business and the role
Assessing a candidate’s knowledge about your business, the key skills needed for the role and their experience in similar roles can assist in refining the short list.
3. Start with introductions
Good communication skills are essential to almost every role and can be assessed through informal and formal conversation. Introductions are a good way to begin an interview and show how the candidate presents themselves.
4. Panel interviews may offer greater benefits
Panel interviews can offer significant benefits as different interviewers have different styles, which illustrates the way a candidate responds. Further, if questions arise during the interview, other interviewers may have the time to consider follow-up questions while the others listen and respond to the candidates answer. Further, a panel offers more objectivity on the candidates suitability.
5. Ask situational questions
Situational questions mirror common workplace issues and can help demonstrate the capacity of the candidate. Examples may include:
• What would you do if you made a mistake?
• How do you manage conflict?
• How would you go about learning a new task?
6.Consider role-playing
Role playing situations with a potential candidate can present opportunities to see how they react to conflict, difficult situations or fast-paced environments. The way the candidate responds to the situation may offer insight into their suitability.
7. Ask open-ended questions
Open-ended questions give candidates the opportunity to expand on their answers and illustrate their skills and experience. Asking ‘why’ or ‘how’ questions are generally more open-ended.
Using the candidate’s resume to ask for further detail about their skills and experience and specific achievements can assist in refining the short list.
8 Confirm the candidate’s expected salary
Asking the candidate to confirm their expected salary may show their confidence in their professional skills.
9. Don’t forget to ask technical questions
Technical questions which cover the key aspects of the available role are important to include in your interviews. It is important to have a list of these question prepared prior to the interview and asking open-ended questions will allow you to assess the knowledge, skills and experience of the candidate. This may also illustrate additional skills which may be useful for your business.
Conclusion
Interviewing potential candidates can be a challenging, time-consuming experience which highlights the importance of getting it right. Prescreening candidates via phone, assessing their skills, experience and knowledge through a panel interview, situational and open-ended questions can assist in understanding their suitability.
- Prescreening candidates via phone
- Ask what they know about your business and the role
- Start with introductions
- Panel interviews may offer greater benefits
- Ask situational questions
- Consider role-playing
- Ask open-ended questions
- Confirm the candidate’s expected salary
- Don’t forget to ask technical questions
