3 Tips on How to Conduct a Successful Interview
The process of hiring the right candidate begins when you conduct a successful interview. Getting the interview process right is necessary for the long-term benefits of any organization. An interview allows the hiring manager to measure the candidate’s ability to describe work scenarios, the ability to think quickly, and perform expected tasks efficiently. A job interview also allows the hiring manager to compare potential applicants against each other to choose the one that best fits the requirements of the job and company culture.
Hiring the right employee for the company is a bit challenging process. Finding the right person can result in a productive and successful employment relationship and a positive impact on your work environment. On the other hand, hiring the wrong employee not only will waste your time and resources, but also is toxic to your company environment.
Challenges During the Interviewing Process
Some behavioral challenges during the interview include body language, dress code, coming late, lie during answering the questions that may impact the results, etc. The interviewer level of energy changes after conducting a lot of interviews in a row, the interviewer is tired, and their judgment may weaken, and they may ignore some important signals. The most complicated challenge during the hiring process is the ability to manage the expectations of the applicant and your executives. The objective is to make you aware of things that might be in the way of a successful interview. If you encounter these hurdles and understand their causes, you can take a step to minimize them.
Here are some tips to raise the likelihood that you will select the right candidate for the job:
Formulate the Questions in the Interview
You should formulate an interview question in a way that will provoke concrete evidence of how the applicant exhibited successful behavior in the past for the targeted job. A good interviewer makes their candidate comfortable. Ask open-ended, follow up, and light-hearted questions instead of irrelevant questions. Focus on the accomplishments instead of experience, skills, and knowledge. Evaluate how the candidate has achieved those goals. Look for evidence that applicants have taken on difficult challenges and overcome difficulties in the past. Avoid to charisma trap, because a charming candidate is not necessarily the best fit for the job.
Give Them a Task to Complete
You should not just depend on the interview to measure the capabilities of a candidate. Many things can’t be measured precisely during the interview, including intelligence, team skills, technical skills, and management skills. Giving them a task or test is much more likely to provide a successful outcome. For example, for Web designers, you should give them the assignment to design a landing page for you. A Project manager can write a project plan based on project scope, and for Customer service manager you can give them a project to analyze customer service statistics and plan out the next steps. Provide relevant, real-life scenarios to reveal how candidates think to solve problems. Through the inspection, you’ll verify both their skills as well as their mindset.
Take Them Out of the Interview Zone
A successful interview should not necessarily take place inside a room. You need someone who fits your environment and for that, you should observe your candidate behavior toward their potential colleagues. Give them a chance to spend some time with the team and see how they interact. Get feedback from the people they met outside the interview zone. It can help you a lot to determine candidates’ behavior. Determine the action you want to observe and pay attention accordingly. How do they interact with staff members? Do they listen and notice when people speak? Are they taking an interest in learning about other team members or just talking about themselves? These factors influence your work environment and the company will benefit much more if you hire a candidate who has the instincts to adjust accordingly to the culture and atmosphere of the organization.
And for the final note, take some time to evaluate your previous hiring process and the decisions you made. Whether you hired a suitable person or faced a bad experience, you can learn a lot by looking back and reevaluating your decisions. These recruitment strategies will not only help you to conduct a successful interview but also determine the likelihood of the candidate to stay with the company for a longer period.