It’s The Little Things
You’re about to interview prospective new recruits. You’ve read their CVs. Checked out their credentials. Prepared a solid list of technical questions. You’re all organised. But have you considered…
Mixing it up
A great way to determine if someone is a good fit for your organisation is to ask a mix of technical and behavioural questions. Remember you want to find the person that will suit your organisation’s culture as well being able to perform the technical skills of the role, and testing how they react in certain situations is a great way to do this. It’s also a good idea to have them undertake some practical exercises, so you can really get a feel for how they may perform on the job.
Follow up questions
Of course, these are hard to prepare in advance, but they’re really important during the actual interview. It shows the prospective employee that you’re listening, and gives you the chance to clarify details then and there. It also allows you to drill down more on an applicant’s response, particularly if you feel they didn’t showcase themselves well (but you suspect they have the skills), or alternatively, if you thought they may be talking to talk, but unable to walk the walk. For example, if they tell you they know how to implement a restructure, ask them to describe the last one they have implemented, including what worked well and what didn’t. So, factor in time to deviate from your set list.
Minding your language
Always be mindful of verbal and body language (yours and theirs).
This includes speaking positively and having the right attitude, not asking discriminatory or inappropriate questions, minimising fidgeting, and maintaining eye contact.
Allowing for nervousness
It’s natural – even healthy – for a prospective employee to be nervous during a job interview. So, try not to be too quick to judge a fumbled answer or awkward pause. Ask a second or third question if the person seems uncertain with their first answer. This will give them a chance to relax and formulate a more confident response, and you the chance to separate nerves from skill.
They’re interviewing you
The prospective recruit is just as likely to be sizing up your organising as you are them, so don’t forget to promote the benefits of joining your team. Make sure they walk away from the interview with a greater desire to work for your organisation than when they walked in.
Interviewing candidates may be more complex than you think. But as always, we’ve got you covered! You can watch this quick video of Nina Mapson Bone, Managing Director of Beaumont People (who recently hosted our very popular Interview Masterclass), sharing her favourite tips when interviewing. Also make sure to check out this nifty guide to Recruitment Success that we’ve created to make the process simple.