5 Effective Interview Techniques for Employers
In case you missed it, we had a great discussion with Pierre Battah on how you, as an employer, can get the most out of your interviews with job candidates. We shared some pretty great advice and I’d like to help you out a bit with some highlights. These can be a good reference point for you as you prepare for adding some great talent to your team!
1. Prepare and Map It Out
Do not “wing it”. Heading into an interview unprepared will be messy and confusing, for both you and the candidate. Construct a script and set of questions ahead of time. Determine what the selection criteria is with your hiring team. That way, you can easily compare and determine how qualified the candidate is. Map out who asks what and what measurement criteria looks like, so that you and your hiring team look professional and organized. This will also greatly improve the candidate experience!
2. Provide Key Questions Ahead of Time
This is especially helpful for those with a more introverted personality type. You can either send them the questions or agenda for the interview. Either option is nice and is becoming much more common practice. Your candidate will feel much more comfortable knowing what to expect. This will be especially beneficial to you if you want to ask your candidates questions about your product or service by giving you customer insight on improvements.
3. Behavioural Event Interview
Behavioural Event Interviews (BEI) are a classic way to learn about your candidates work ethic and past experiences. In fact, 80% of interviews should be based on understanding past experience and behaviour. Always ask these questions, “Tell me about a time…” & “Give me an example…”. It’s a tried and true approach! For more great Interview Questions head over to our resource section!
4. Review Resume with the Candidate
This is a great way to start an interview. It lets the candidate comfortably talk about themselves and it gives the candidate a chance to explain anything that might not be super clear. This will spark conversations and can really reveal a lot about the candidate. Using the resume as the framework is a nice way to learn the most, avoid assumptions and keep the interview on point.
5. Trust Your Judgement
It’s important to listen to your gut but you should not rely only on the interview as your one and only hiring tool. It’s really only one piece of the pie and who only wants one piece of pie! It’s recommended to use 4-5 hiring tools when making your hiring decisions. This will give you lots of robust information to make a great decision on. In fact, the interview is the least reliable way to hire.
I hope this advice is helpful for you! If you have any questions, ask them here. We’d be happy to answer them.
Happy Interviewing!
