There is certainly no shortage of people out there looking for work, but finding qualified employees who are the perfect fit for your business can be a challenge. After you’ve narrowed down a list of applicants and filtered out the people who don’t have the basic requirements for the role, you’ll need to interview your remaining candidates to find the best of the bunch.
An interview can be a great tool for selecting employees, but when the wrong questions are asked and important points are neglected, you may end up with staff members who don’t have the necessary skills or who’s personalities don’t quite fit your business. Use these interview tips to ensure that you get the best staff possible to power your business.
- Conduct a thorough background check. Before you begin the interview process, make sure you’ve got a clear sense of where the candidate is coming from. Look into their past, call their references and make sure you have all of the information you need to prepare your questions wisely.
- Ask follow-up questions. Most candidates will have prepared a scripted answer for all of the traditional interview questions that you could come up with, so make sure you add a follow-up question. This will give you the chance to see how they expand on their points further, without the script running in their head.
- Ask for examples. Ask your candidate to provide examples of particular successes from their past, or to speak about a time that they’ve overcome a challenge in the workplace. This will help you see how they deal with real life situations rather than dealing with theoretical questions.
- Take your time. Try not to rush the interview process- 15 minutes can fly by very quickly, and won’t give you much of an opportunity to get to know your potential employee.
- Be forgiving. If your candidate is obviously nervous and anxious at the start of the interview, allow them the time to relax and get into the questions before making a judgement.
- Use the 80/20 theory. During the interview, aim to be talking or asking questions for around 20% of the time, and give your candidate 80% to speak for themselves.
- Don’t neglect personality. While skills and qualifications are certainly important, you also need to feel comfortable working with the person. Try to get a sense of what type of personality they have during the interview, and think about whether or not their personality would mesh well with your company.
- Check social media. It may seem a tad invasive, but you can learn plenty about the person you’ve interviewed by taking a quick look at their internet presence. You’ll want to be sure that their interview persona is a relatively close match to their real life personality.
- Interview in public. Some candidates act very differently in a formal office setting than they do in a public place. Conduct your interview in a café and see how they interact with staff and what sort of behaviour they exhibit.
- Verify the information. Before you make any decisions, verify the information on the candidate’s resume and things that came up in the interview.
- Check basic skills. If you’re relying on your employee to run programs, type well or use particular skills on a daily basis as part of the job, incorporate a test into the interview to ensure that they’re fully capable.
- Ask about their future. Some candidates may not be truly interested in staying in your company for very long- they might have other plans in mind. Ask them what their expectations and hopes are for the future to ensure that their goals are in line with yours.